How to Ask Feedback from an Interviewer
Consider asking for comments during or after the interview process. Not all recruiters and hiring managers will provide comments, possibly out of fear of saying something that could be seen as discriminatory or non-inclusive, or simply because they are short on time and have already moved on to the next position. However, you cannot get feedback unless you ask. OceanClick explains how to get feedback during or after an interview, as well as what to do with it.
Ruth was confident she’d get a job offer after ten interviews for an executive-level position, but she didn’t. After the grueling process, she was hesitant to ask for criticism, assuming it would be futile. However, after spending time in coaching discussing how to approach the request for feedback, she did ask, and she received some useful information that enabled her to adjust her messaging and approach for future interviews. She discovered she was answering every question in excruciating detail, and she was so focused on her team’s accomplishments that the interviewers had no idea what she had actually done. She received an offer from her dream company two months after altering her approach based on the comments.s
Here are three ways to get Feedback during or after an Interview, as well as how to use it to Improve Yourself:
Ask for feedback at the end of the recruiter screen
Your initial call with a recruiter (internal or external) would most likely be a brief screening conversation to learn more about you, your experience, and your wage expectations. “Based on our talk, how do you believe my experience matches what’s needed for the job?” ask them at the end of the conversation. Then decode the response.
After each round, request feedback
If you make it beyond the recruiter screening, you’ll most likely be interviewed by the recruiting manager, followed by panel interviews with a number of people. “How do you think my skills can be used to create value to your team and the company?” ask the hiring manager at the end of your interview. “The answer will tell whether your message was clear or whether it needs to be refined.
At the end of the process, ask questions about cultural fit
Your demeanor, enthusiasm, presence, and how you approach your work are all factors in culture fit. “Do you believe, based on the comments, I would be a culture match for future opportunities?” ask the recruiter if you didn’t receive the position. If it’s not a match, I wouldn’t want to waste my or your time.” You might not get a clear answer, but it’s worth a go.
If you receive feedback, use these three steps to put what you’ve learned into practice:
Listen with curiousity.
Analyze feedback holistically.
Adjust your approach, not yourself.
Finally, don’t take it personally if you’ve not been accepted for the position you were applying for. It is not about you! Internal politics, a management change, the necessity for someone with different abilities than you have at work, the job ad being canceled without your knowledge…the list goes on, plays a huge role…
The most important thing to remember is that, like Ruth, you will be cast in the appropriate role at the right moment. She could see why all the others were the wrong employment for her until she got the right one.
