An Interview Feedback Form
is a standardized document or system used by interviewers to record, evaluate,
and synthesize their impressions of a candidate immediately following an
interview. Its purpose is to ensure a fair, objective, and consistent hiring
decision process across all candidates and interviewers.
📝 Essential Sections of a
Feedback Form
A well-designed form ensures
that all critical aspects of the candidate's fit are assessed using structured
criteria, often tied directly to the job description and company competencies.
1. Candidate and Interview
Details
- Candidate Name:
The name of the person interviewed.
- Job Title:
The specific role the candidate is interviewing for.
- Interviewer Name & Role:
Who conducted the interview.
- Interview Date & Type: When
the interview occurred and what kind it was (e.g., Screening, Technical,
Behavioral, Final).
- Duration:
How long the interview lasted.
2. Core Competency Evaluation
This section uses a rating
scale (e.g., 1-5, or Poor/Average/Excellent) to assess specific skills and
attributes relevant to the job. It often includes an area for justifying the
score.
|
Category |
Typical Competencies
Assessed |
|
Technical/Hard Skills |
Specific software
proficiency, domain knowledge, problem-solving ability, technical depth. |
|
Behavioral/Soft Skills |
Communication (clarity,
listening), teamwork, leadership potential, adaptability, initiative. |
|
Cultural Fit |
Alignment with company
values, work ethic, motivation, attitude, and long-term potential. |
|
Experience/Background |
Relevance of past roles,
achievements, and educational background to the current position. |
3. Structured Interview
Questions & Responses
A space to record the
candidate's answers to pre-defined, structured interview questions. This
ensures consistency and allows the hiring team to compare apples-to-apples
later.
- Example: Question:
"Tell me about a time you managed a difficult stakeholder." Candidate
Response: (Interviewer records key details).
4. Overall Assessment &
Recommendation
This is the most critical
section, consolidating the interviewer's final conclusion.
- Overall Rating:
A final numerical or categorical score.
- Hiring Recommendation:
A clear decision:
- Strong Hire:
Enthusiastically recommend.
- Hire: Recommend, but
with minor reservations.
- No Hire:
Do not recommend.
- Waitlist:
Consider only if other candidates don't work out.
- Specific Strengths:
Key reasons why the candidate should be hired.
- Specific Concerns/Weaknesses:
Areas of risk or development needs.
- Next Steps:
Suggesting the next interview round (if applicable) or a final decision.
⚖️ Importance of Objective Feedback
Using a structured feedback
form is essential for reducing bias in the hiring process:
- Consistency:
Forces all interviewers to evaluate candidates against the same defined
criteria, not just subjective "gut feelings."
- Legal Protection:
Provides clear, documented reasons for hiring or not hiring a candidate,
which can be critical for defending hiring decisions if challenged.
- Data-Driven Decisions:
The aggregated scores and comments from multiple interviewers provide a
holistic view, helping the hiring manager make the most informed decision.
- Candidate Experience:
By focusing on job-related criteria, the process appears more professional
and fair to candidates.
