Post Job Interview Feedback Or, don’t let a good opportunity go to waste

Tone matters. 

Condescending or unkind language will not be tolerated, nor will it be helpful. This is in writing as well as in your verbal communications, and yes, a candidate can tell, even in an email. You might be surprised that a candidate didn’t show up prepared for an interview, or prepared the way you had hoped, but saying so directly doesn’t help that person to prepare for next time. Use neutral language and positive framing, directed toward areas in which the candidate can change or grow. Critique can sometimes sound arrogant and unhelpful, which is important to avoid. If you’re sending an email, share it with a colleague and ask how it reads before you send it. Think about how it might feel to read the email yourself, and test that out with your colleague.

Don’t make promises you can’t keep.

False hopes are unhelpful. Many employers and interviews say that they’ll keep candidates’ resumes on file, or keep them in a pool of applicants for the next position. Often, this is just talk and not actually true (in part because there’s no system for doing this). If it is not true, and your organization doesn’t have a mechanism for holding on to resumes, don’t say it.  Additionally, if you add very specific feedback linked to the above, it sounds like if they “fix” themselves, you’d be open to hiring them or being considered for a position. Sending this message is only acceptable if it is true. You cannot be sure that you have this option, so better leave all doors open. No one is really sure that they can hire a candidate next time, and if you don’t, they might resent you or speak ill of your organization.  

Don’t compare, ever. 

Candidates are aware that they don’t get hired because someone else was better. There’s no reason to reinforce this with your feedback. No one needs to hear that other candidates had more experience, better credentials, or fit other criteria. This is simply repeating something that they have already heard. In general, comparisons to other candidates, especially when anonymous, will not help anyone improve. And don’t ever compare to the person who got the job, or name any other candidate. Candidates will hear comparisons of any kind and likely write them off as inappropriate, or not believe them, since they don’t know anything about the other candidates and have no place from which to ground their comparison. And if they do know the other candidate, it is hurtful, and potentially socially or professionally damaging. 

Be careful about potential litigation. 

Discrimination in hiring is real, and you don’t want to offer feedback that might invite a discrimination claim, even if the candidate is not able to prove it. If you provide a candidate with written feedback, ask another colleague to proofread your work, as language can expose you to various legal risks. Examples like “someone with no obligations outside work” or  “someone who can be constantly available” set up the case for discrimination, especially If a candidate is pregnant or a working mother. Phone calls avoid this risk but add in other prospective risks.