Nailing Interview Feedback: A Must-Have Guide for Startup Founders and Hiring Managers

In the world of startups and scaleups, every hiring decision matters. As the person responsible for hiring, creating a positive experience for job candidates—even those you don't hire—is crucial. Giving helpful feedback after interviews isn't just polite; it's a chance to build a stronger team and improve your company's reputation.
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Why Feedback Matters:
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In today's competitive job market, candidates want closure and useful advice after interviews. In fact, a whopping 94% of candidates want feedback after an interview, according to a report by LinkedIn. This shows how crucial feedback is for nurturing relationships with candidates and boosting your company's image.
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The Benefits of Giving Feedback:
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Providing interview feedback isn't just about being nice; it's a chance to:

• Build a group of potential future hires.
• Prevent negative word-of-mouth about your company.
• Encourage positive sharing of candidate experiences, which can enhance your reputation.
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How to Give Great Feedback:
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Dos:
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1. Be Honest and Kind: Give honest feedback tied to the job requirements, but do it in a kind way to avoid hurting feelings.
2. Be Specific and Helpful: Use real examples from the interview and give practical advice for improvement.
3. Highlight the Good Stuff: Alongside areas for improvement, point out what the candidate did well.
4. Focus on Growth: Offer feedback that helps candidates get better for their next interview.
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Don'ts:
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1. Don't Be Mean: Use positive language and avoid sounding harsh or judgmental.
2. Don't Make False Promises: Don't give candidates false hope about future opportunities if you're not serious.
3. Avoid Comparisons: Refrain from comparing candidates; it's not helpful and can be rude.
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Dealing with Challenges:
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Giving good feedback isn't always easy, especially if you're not used to it. But with a bit of care, you can:

• Be honest but gentle.
• Make sure your feedback gives the candidate something practical to work on.
• Get back to candidates fairly quickly so they're not left hanging.
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How to Deliver Feedback:
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Use simple methods and follow these tips to make sure your feedback is useful:

• Try the sandwich approach: Start with something positive, give the feedback, then end on a positive note.
• Be prompt and considerate, and give feedback the way the candidate prefers.
• Focus on the job-related stuff, not personal opinions.
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A Note to Candidates:
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Sometimes, it's challenging to provide super accurate feedback, especially in the initial phases of the hiring process. So, candidates, please understand that and manage your time wisely, especially when it comes to applications (check this guide to know if a company is a good place to work). However, if you progress through the stages of the process, expect and welcome feedback as it can be invaluable for your growth.
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In Conclusion:
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Giving interview feedback isn't just a nicety; it's a smart move for your business. By being honest, kind, and helpful, you can turn a rejection into a chance for growth—for both the candidate and your company. In the fast-paced world of startups, good interview feedback can make all the difference in building a strong team, one candidate at a time.

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