Recruitment Advice

When it comes to recruiting across the whole IT industry, the RWA team has seen it all. Whether you’re looking for a temporary or permanent employee, or an IT contractor, we offer advice to help you find exactly what your business needs.

The Importance of Providing Interview Feedback

Why Interview Feedback is ImportantWe all know about the benefits of interview feedback for candidates, however, there are plenty of benefits for employers too (even though many organisations are still apprehensive about the task). Although it’s not always a priority for managers, providing candidates with interview feedback is something that should be at the top of your agenda when hiring new IT staff.

If you’re likely to be interviewing in the near future, here are three key reasons why interview feedback is important for your hiring process, and how to deliver it effectively.

1. Employer Brand

Establishing, maintaining and nurturing a strong employer brand is one the most effective ways to attract top talent. Even if the candidate is unsuccessful, it’s important to keep in mind that they have gone out of their way to apply for the role and attend an interview. So, by providing constructive feedback and treating everyone with fairness and respect throughout the process, it’ll help to leave candidates with a positive impression.

Applicants who hear nothing back from employers after an interview will likely be put off from applying for other roles with that organisation, or worse, shout about their negative experiences on social media. On the other hand, candidates who have had a positive experience are more likely to tell others and, in turn, more people will view you as a company of choice.

2. Building Your Talent Pipeline

Providing a positive candidate experience can also help build your company’s talent pipeline. Whilst some might miss out on a role because they lack certain skills or experience, with a few more years’ experience under their belt, they could be a perfect fit, and the last thing you want to do is deter them from applying for other roles down the track.

Making a decision between two (or more) equally qualified candidates also poses a few challenges, but by keeping the lines of communication open, the chances are that unsuccessful candidates will be open to hearing about future opportunities.

3. It Goes Both Ways

Remember, feedback should always be a two-way street. As long as you’re open to providing it yourself, candidates will generally be willing to share their own feedback as well. Being open to this provides an opportunity to make improvements to the finer details of your recruitment process that may not have been considered in the past. This will help ensure a positive and professional experience from start to finish, as well as prevent the same mistakes from being made in the future.

Tips for Providing Interview Feedback

A job search can be a stressful time for candidates and employers, and there are a lot of employers who say they lack the time to provide detailed feedback. However, it doesn’t have to be a chore, nor does it have to take up much of your time. If you’re working with a recruitment agency, a quick call with your consultant can easily be translated into constructive feedback to the candidate on your behalf.

Here are a few of our top tips for giving feedback after an interview:

Take good notes

It’s good practice to write up interview notes immediately, while the interview is still fresh in mind. Don’t forget to circulate them to other colleagues who were involved in the interview process. Notes are useful because they’re something to refer back to and can be used to guide subsequent feedback.

Ensure feedback is well timed

Because candidates are often playing the waiting game after interviews, the sooner they know where they stand, the sooner they can move on with their job search. Waiting too long can also make it difficult to provide effective feedback.

Be honest, yet constructive

Feedback should be honest and help candidates make improvements for future interviews. When discussing performance and skills for improvement, use specific examples and be as constructive as possible. Don’t forget to include tangible ways for the candidate to implement changes, as well as positive reinforcement for what they did well.

Keep it short

It doesn’t need to be a lengthy conversation – concise feedback is often more effective and easier to digest. Prepare a quick list of points to cover, then leave it open for candidates to ask any further questions.


The importance of interview feedback cannot be understated and although it’s not always the easiest of tasks to undertake, you don’t need to do it alone. Partnering with a specialist recruitment agency will see them take much of this process off your plate. For more interview advice or support with your IT recruitment, get in touch with the team at RWA.

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