How many of us have ever heard that phrase? It for sure may be true, but this is certainly not an example of good feedback, as there is nothing we´ve learnt from it.

 

You've just had an interview; you feel good about it or maybe you think that sometimes you didn't answer the way you would ideally like. And you want to know, right now, how the other party felt about it. Is it appropriate to ask for feedback at the interview?

 

Only a few candidates do this, so if you ask how you did, you'll definitely be more memorable. However, this procedure can only be recommended if you can tell from the interview cues, body language and actions of the interviewer that you have done well in the interview. If the recruiter is unsure whether your performance is enough to move further in the selection process, you are putting them in an uncomfortable situation. He or she will probably need to take some time, perhaps consult your performance with another person in the company, to compare your result with the requirements of the position or with the performance of other candidates. Any doubts do not automatically mean that you lose your chances of progressing to the next rounds.

 

If after the interview the recruiter does not mention when you can expect information about next steps, ask them yourself: "Thank you for a pleasant interview. When can I expect feedback or information on the next steps in the selection process?"

This is your way of indicating that you´re interested in the role and that you want to continue in the selection process.

 

You should receive information about your performance at the interview in a short period of time, ideally no later than one to three days. In this time frame, the company should be able to tell you what areas you were strong in and did well, and where you may have some gaps compared to the company's requirements. In fact, proper feedback includes both, identifying where you shone and giving you suggestions for further improvement. If the company points out a shortcoming, don't take it negatively or personally, take it as an opportunity. Is it something you can work on for next time?

 

As mentioned above, it is in the interest of any company that hires new employees to communicate regularly with them and always try to meet promised deadlines. But anything can happen, on both sides, so not meeting a promised deadline doesn't always mean unprofessionalism.

 

In such case, do not hesitate to get in touch after the time you have agreed during the interview. You can call or email the recruiter to ask how the selection process is going at the moment and how does the company see you as a candidate for the position you applied for.

 

It was a success, the feedback after the interview was good, and you even got invited to the next round. Well done! Don't forget to find out what are next steps of the selection process – maybe you’ll meet your future supervisor, maybe there’s a practical test waiting for you. The more details you learn, the better you can prepare.

 

Even if you’ve passed the first stage successfully, don’t be afraid to dig further and ask if the recruiter can recommend what you could improve on before the next round of interviews, what to focus on or if they can tell you more about the person you’re about to meet so you can prepare well. Asking a clear and concise question like this shows that you are serious about the selection process.

 

Each and every one of us have been there once. Ideal scenario is, that company will call you and explain their reasons for your rejection over the phone. As mentioned above, don't take this as a criticism of you or your experience, but as an opportunity to learn something. The purpose of the feedback is to give you information to use in future selection processes. If you're getting similar negative feedback in multiple interviews, it's time to think about whether you're really targeting the right job or the right type of company.

 

But let's face it, there aren't many companies that can handle the process of rejecting unsuccessful candidates in this ideal way. In large companies with many hiring processes, it's often not even possible. Of course, even if a company chooses to communicate via email, they should be able to provide you with the information you need.

 

Have you received only the obligatory terse reply "Thank you for participating in the selection process, but we have decided to proceed with candidates who better suit our requirements."? Many people often don't even respond to such emails anymore, and understandably so. However, you don't have to settle for such feedback.

 

If you want to know if you've made a mistake somewhere or what the issue was, call or write to the recruiter. Thank them politely, express regret that you didn't continue in the selection process and ask what you could do better next time to make the outcome more successful.

For example, you can respond as follows:

 

 

 

 

You will show yourself to be a mature person who can take unpleasant news with calmness and composure, and also an ambitious person, ready to grow and develop further.

 

It is often the details that make the difference in a selection process. If this was the case for you, nowhere is it written that the company cannot come back to you again and start cooperation after some time. It happens more often than you would think.