Interview Feedback: Examples, How-To & Free Template
Why Interview Feedback Matters
Let’s be honest—giving interview feedback is awkward. You don’t want to crush someone’s spirit, but you also don’t want to leave them guessing why they didn’t get the job. And if you’re on the receiving end? Well, feedback can feel like a mystery box—will it be helpful, vague, or just plain brutal?
But here’s the thing: good interview feedback is a game-changer. It helps candidates improve, strengthens your hiring process, and even boosts your employer brand. Whether you’re an HR pro, a hiring manager, or a candidate looking for closure, this guide has you covered.
We’ll break down:
✔ How to give constructive feedback (without sounding like a robot)
✔ Real-world examples for both positive and negative feedback
✔ A free template to streamline your process
✔ What to do if you’re the candidate waiting for feedback
Ready to master the art of interview feedback? Let’s dive in.
How to Give Effective Interview Feedback
1. Be Honest (But Kind)
No sugarcoating, no ghosting. If a candidate wasn’t the right fit, tell them—politely. Example:
“You have strong technical skills, but we’re looking for someone with more hands-on experience in [specific area].”
🔗 According to Workable, vague feedback helps no one—be direct but empathetic.
2. Balance Strengths & Weaknesses
Even if a candidate bombed, find something positive. Example:
“Your enthusiasm for the role was clear, but some answers lacked depth. Practicing structured responses (like the STAR method) could help.”
3. Focus on Behavior, Not Personality
❌ “You seemed nervous.”
✅ “Some answers were rushed—taking a pause to gather thoughts might help.”
4. Use a Structured Approach
A simple framework keeps feedback organized:
| Category | Example Feedback |
|---|---|
| Technical Skills | “Your coding test was strong, but we needed more experience with [specific tech].” |
| Communication | “You explained concepts well, but could work on conciseness.” |
| Cultural Fit | “Your values align with ours, but we wanted someone more collaborative.” |
🔗 AIHR recommends this method for consistency.
Interview Feedback Examples
Positive Feedback Examples
“Your answers were detailed and showed deep industry knowledge—impressive!”
“You asked insightful questions about our team dynamics, which stood out.”
“Your portfolio presentation was polished and exactly what we needed.”
Constructive Feedback Examples
“Some responses felt rehearsed—try to relax and speak conversationally.”
“We were looking for more examples of leadership in your past roles.”
“Your technical skills are solid, but the role requires more client-facing experience.”
🔗 For more examples, check out Humaans.
How to Ask for Interview Feedback (If You’re the Candidate)
Didn’t get the job? Politely ask for feedback with this email template:
Subject: Quick Feedback Request on My Interview
Hi [Hiring Manager],
I appreciated the opportunity to interview for [Role]. While I’m disappointed I wasn’t selected, I’d love any feedback you can share to help me improve. Thanks for your time!
Best,
[Your Name]
Pro Tip: Only 30% of companies give feedback—don’t take it personally if they don’t reply.
Interview Feedback Template – For Hiring Managers & HR
Giving structured interview feedback saves time, ensures fairness, and helps candidates grow. Use this free, customizable template to deliver clear, actionable feedback—whether you’re hiring someone or letting them down gracefully.
1. Basic Candidate Information
(Fill this out for record-keeping.)
| Field | Details |
|---|---|
| Candidate Name | [Full Name] |
| Role Applied For | [Job Title] |
| Interview Date | [MM/DD/YYYY] |
| Interviewers | [Names & Titles] |
2. Interview Feedback Breakdown
(Rate each category on a scale of 1–5, with 5 being exceptional.)
| Category | Rating (1-5) | Comments |
|---|---|---|
| Technical Skills | ⭐⭐⭐⭐☆ | “Strong in [X], but lacked hands-on experience with [Y].” |
| Communication | ⭐⭐⭐☆☆ | “Clear but occasionally verbose—could refine answers for conciseness.” |
| Problem-Solving | ⭐⭐⭐⭐☆ | “Handled case studies well; creative approach to [specific challenge].” |
| Cultural Fit | ⭐⭐☆☆☆ | “Values didn’t align with our team’s collaborative style.” |
| Enthusiasm | ⭐⭐⭐⭐⭐ | “Passionate about the role—asked insightful questions.” |
3. Strengths
(Highlight what stood out.)
✅ “Deep expertise in [specific skill].”
✅ “Engaging storytelling when discussing past projects.”
✅ “Strong alignment with our company’s mission.”
4. Areas for Improvement
(Be specific and actionable.)
🔄 “Practice structuring answers with the STAR method (Situation, Task, Action, Result).”
🔄 “Focus on quantifying achievements (e.g., ‘Improved efficiency by 30%’ vs. ‘Helped the team’).”
🔄 “Research the company’s recent initiatives to tailor responses.”
5. Final Decision & Next Steps
🔹 Hired:
“We’re excited to offer you the position! Next steps: [Offer details, start date, etc.].”🔹 Not Hired:
“While we were impressed with your [specific strength], we’ve decided to move forward with another candidate. We encourage you to apply for future roles and welcome you to [ask for feedback/reapply in X months].”
6. Email Template for Rejection Feedback
(Copy/paste this for a polite, professional message.)
Subject: Update on Your Application for [Job Title]
Hi [Candidate Name],
Thank you for taking the time to interview with us for [Job Title]. We appreciated learning about your experience in [specific topic discussed].
After careful consideration, we’ve decided to move forward with another candidate. While your [specific strength] stood out, we’re looking for someone with more experience in [specific gap].
We’d love to stay in touch for future opportunities. Keep an eye on our careers page, and don’t hesitate to reach out with questions.
Best regards,
[Your Name]
[Company Name]
Pro Tips for Using This Template
For Legal Safety: Avoid subjective language (e.g., “You seemed nervous”). Focus on observable facts.
For Candidates: Attach this template as a PDF if sharing detailed feedback.
For Team Calibration: Use the ratings to compare candidates fairly.
When to Assume You Didn’t Get the Job
No response after 2+ weeks? It’s probably a no. Common signs:
The interviewer seemed disengaged.
They didn’t discuss next steps.
You get a generic rejection email.
🔗 FlexJobs explains why some companies ghost candidates.
Key Takeaways
✔ Give feedback promptly—within 1 week of the interview.
✔ Be specific—avoid vague statements like “not the right fit.”
✔ Stay professional—even if the candidate wasn’t great.
Need more help? Bookmark this guide or share it with your HR team!
