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For those wish to apply for something like a job, you are going to have to go through an evaluation before you can actually acquire it. To be properly evaluated, one is asked a set of questions that relate to what a position requires. That is what one calls an interview.

The point of an interview is to properly look into someone to see if he or she has all the qualifications that are perfect for a position. All businesses that are hiring need to conduct interviews to ensure that they are getting the right person for the job. So it’s always best let someone who knows how to do a proper interview look for potential valuable employees.

The Dos and Don’ts of Interview Feedback

If you’re going to be using any interview feedback form to assess an applicant’s interview, it pays to know what you should and shouldn’t do. So here are the following:

The Dos

  • Praise the interview whenever you can. Gather as much information from the employee during the interview. If there are some parts during the interview that you feel the person did well in, then point it out. It’ll will help that person retain the positives for future interviews in the event that you do not decide to hire him or her.
  • Be tactful. You need to provide feedback that won’t hurt the interviewee. Any kind of criticism you have should not be said in a harsh manner. So if you think the employee had trouble communicating with you, explain it in detail and in a respectful tone.
  • Aim to help. Providing feedback to a potential employee is to help that person understand what he or she did right and wrong. If you know that there are parts wherein the person had trouble in, don’t use it as an opportunity to mock him or her. Instead, you must point out the problem and hand out advice that will help the person. Because if you decide to do it in an awful manner, then it will leave a bad impression on you.

The Don’ts

  • Do not compare the applicant with other applicants. These people will not be interested to know you prefer other applicants just because they are better and have higher qualifications. Knowing this will not help them improve and comparing these people with other applicants will just be considered rude and very unprofessional of you.
  • Do not appear to be condescending. Try not to act all high and mighty when giving feedback on an applicant’s interview. You’re going to want to use neutral language and stay on a positive note to ensure that the interviewee understands that you are taking the matter seriously.
  • Do not raise any sort of false hope. If you think that the applicant is not right for job, then tell him or her straight. Don’t tell that person that you’re going to call unless you really are still considering that applicant for the position. So never say something that will tell that applicant that you’re thinking about it, even if you really aren’t.

Remember all of the dos and don’ts should you assess and evaluate any interview that you come across.

Tips for Giving Great Interview Feedback

Some companies make a mistake of not giving feedback after a candidate’s interview. It’ best that these people know their own strengths and weaknesses so that they are able to grow. Although it may be time consuming, it is well worth it and applicants will appreciate you for it. So here are five tips that will help you do a proper interview.

  • Take down notes. When reviewing a candidate’s interview, you are going to want to make sure that you have jotted down parts that you feel could be really important. Have a pen and paper with you during the interview and watch out for the interviewees response to every question that you ask. By jotting down several important statements made by the candidate, it will help you decide whether or not the person is right for the position.
  • Summarize your feedback as soon as possible. This is very useful especially if you have more than one applicant that you have to provide feedback to. Place the summary of how you feel about certain applicants in your notes to help you remember their details and your impression of them.
  • Don’t make the candidate wait too long for your feedback. As soon as you have finished reviewing a candidate’s interview, it’s always best to provide your feedback sooner rather than later. If you have to push through candidates as soon as the interview is over, then tell them that you are going to give you feedback after everyone else has been interviewed. However, if you think that the person is more suited for another company, then tell that person straight away. The longer you keep them waiting, the more anxious they will feel as well as making it much harder on them if they fail to get the job.
  • Be honest when giving feedback, but also be constructive. If there are parts where the interviewee had problems with, don’t just point it out or be mean about it. Tell that person what those problems are as well as what he or she can do to get rid of it. Try to use examples to help you get your point across to ensure proper feedback.
  • Always end your feedback on a positive note. If the candidate had a few mistakes that could be worth salvaging, then tell the candidate. If you think think that he or she just isn’t right for you company, then explain that his set or skills may be better and more suited for another business. Never try to break bridges by showing the applicant the boot, you may just be losing more potential candidates by doing so.

So whether you’re providing feedback for someone who’s trying to aim for a managerial position or one for a teacher position, just be sure to utilize the information here to ensure that you provide the feedback that these people need to hear.

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