![]() What are the differences between them and us?”Ī: Mentioned our biggest competitors, X, Y and Z. This helps make the final decision more informed and also makes for good candidate experience by avoiding repetitive questions. Each interviewer should ask different questions so they can learn something new about the candidate at each stage. Share lists of interview questions per stage so that everyone on the hiring team knows what other interviewers have covered. And ask team members to write down their feedback right after the interviews, when the conversation is still fresh in their minds. Here’s how to build systems and scores to document interview feedback for hiring managers and the whole hiring team consistently throughout your recruiting process: Keep all comments in one placeĮxchanging emails to share feedback may result in clogged inboxes and miscommunication (for example, if you forget to cc a coworker or accidentally delete an email.) Instead, use a shared document or a platform that all team members can access at any time. ✗ “ Based on assignment, this candidate isn’t qualified for the role.”ĭEI in the workplace is easy to support, but hard to implement. ✓ “ Based on assignment, this candidate has no experience We could consider in the future if we have an opening for which seems to be area of expertise.” ✗ “ This candidate passed the technical test, so I think we should move on with a job offer.” Provide information that could be useful in the future (like when considering past candidates for a new role or when giving feedback to rejected candidates.) Considering notes about the candidate’s performance on the assignment, I think will be a very good fit for this role and the company in general.” ✓ “ This candidate is familiar with our company and showed interest in learning more about our upcoming projects. ✗ “ This candidate has extensive work experience, but I’m not sure whether is the kind of person the team would like to hang out with.” Make well-rounded hiring decisions. ![]() It’d be worth discussing their career goals in the next interview.” ✓ “ This candidate has extensive work experience, but I’m not sure whether would stay motivated in this role for long. ✗ “ I don’t think we should move forward with the candidate at this point – I just get a feeling they won’t be a good fit.” Raise concerns about candidates’ skills, behaviors, potential or overall interview performance. ✓ “ I don’t think we should move forward with the candidate at this point, as they lack experience in XYZ software which is a must-have for this role.” Use our examples below when you want to coach team members to: Justify their choice to disqualify or move a candidate to the next hiring stage. How to train your hiring team to give effective interview feedbackĪrrange meetings or mini-workshops with hiring teams to guide them on effective post-interview communication. ![]() Standardize the skills interviewers should evaluate.DEI in the workplace is easy to support, but hard to implement.How to help your hiring team share interview feedback efficiently.How to train your hiring team to give effective interview feedback.
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