Failed interview feedback (from employers point of view)
Discussion
Someone has asked for feedback regarding an interview in which they were unsuccessful and I remember on here many years ago someone was being sued due to them thinking they were discriminating.
I think the Pher won however it must of cost a lot of time, money and energy – whats the best way to avoid this. Can I say that we don’t provide feedback? I do however want to be helpful. Any advice?
Genuine reason was that someone else came across better in the interview.
I think the Pher won however it must of cost a lot of time, money and energy – whats the best way to avoid this. Can I say that we don’t provide feedback? I do however want to be helpful. Any advice?
Genuine reason was that someone else came across better in the interview.
VEIGHT said:
Someone has asked for feedback regarding an interview in which they were unsuccessful and I remember on here many years ago someone was being sued due to them thinking they were discriminating.
I think the Pher won however it must of cost a lot of time, money and energy – whats the best way to avoid this. Can I say that we don’t provide feedback? I do however want to be helpful. Any advice?
Genuine reason was that someone else came across better in the interview.
Just be constructively honest - and tell them what they did well - and where they could have been better.I think the Pher won however it must of cost a lot of time, money and energy – whats the best way to avoid this. Can I say that we don’t provide feedback? I do however want to be helpful. Any advice?
Genuine reason was that someone else came across better in the interview.
The idea of feedback is to help the candidate improve for the next interview.
VEIGHT said:
Genuine reason was that someone else came across better in the interview.
I have no idea of the legal implications, but it was nice to have some very positive feedback on a recent interview. I was unsuccessful, but it was great to know I had come across well (and therefore made the considerable effort worthwhile), but a more qualified candidate was chosen. Fair play, I was hitting above my weight anyway!You can't stop someone thinking they were discriminated against. However you can make sure they have no legitimate grounds for complaint
Do it verbally, not in written form,
Explain that the company focuses on skills and competencies for the role.
You had two good candidates to choose between
You felt that the other candidate offered greater depth of knowledge in "insert key experience here"
That could be - previous sector experience, greater project knowledge, a piece of software, management experience - or whatever you want.
Make it focused, specific and honest.
Then offer some insight or advice, such as - I asked you to tell me about yourself, I felt you missed an opportunity to explain why you wanted the job here, and how your ambition could be met by this position. Eg I gave you a chance to sell a little bit, and instead you talked about how you like horse riding ....
That kind of thing, gently done. can be very useful
No feedback should ever be constructive or helpful, but should be bland and pointless in the extreme. Always tell them they were the second choice and if you get funding for a second position, you won't bother to re-advertise, but will come straight to them.
The only useful feedback I ever had, was that my salary expectations were 50% more than the bloke interviewing me was on.
The only useful feedback I ever had, was that my salary expectations were 50% more than the bloke interviewing me was on.
Gargamel said:
You can't stop someone thinking they were discriminated against. However you can make sure they have no legitimate grounds for complaint
Do it verbally, not in written form,
Explain that the company focuses on skills and competencies for the role.
You had two good candidates to choose between
You felt that the other candidate offered greater depth of knowledge in "insert key experience here"
That could be - previous sector experience, greater project knowledge, a piece of software, management experience - or whatever you want.
Make it focused, specific and honest.
Then offer some insight or advice, such as - I asked you to tell me about yourself, I felt you missed an opportunity to explain why you wanted the job here, and how your ambition could be met by this position. Eg I gave you a chance to sell a little bit, and instead you talked about how you like horse riding ....
That kind of thing, gently done. can be very useful
I like this, good information thanks for the input.Do it verbally, not in written form,
Explain that the company focuses on skills and competencies for the role.
You had two good candidates to choose between
You felt that the other candidate offered greater depth of knowledge in "insert key experience here"
That could be - previous sector experience, greater project knowledge, a piece of software, management experience - or whatever you want.
Make it focused, specific and honest.
Then offer some insight or advice, such as - I asked you to tell me about yourself, I felt you missed an opportunity to explain why you wanted the job here, and how your ambition could be met by this position. Eg I gave you a chance to sell a little bit, and instead you talked about how you like horse riding ....
That kind of thing, gently done. can be very useful
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