10 Questions to Ask Candidates About the Interview
Maintaining beneficial relationships with hiring managers
improves the chances of making a quality hire and creates an open
arena for shared knowledge and effective teamwork. When it comes to
closing the deal, the candidate’s opinion of the interview process
could be the deal-killer.
After a scheduled interview with a potential employer, it’s best
for recruiters to get the candidate’s feedback within one hour. This
gives us information fresh on the candidate’s mind and a chance to
clarify any misconceptions they may have developed during the
process. Misconceptions can lead to deal-killers if given time to
Using a standardized interview feedback form, you can get
immediate, meaningful feedback that helps clarify your candidate’s
interest after each interview and learn more about the position,
hiring manager, and the company.
A feedback form can be tailored to fit your needs, but some basic
questions to ask the candidate should include the following 10
How long were you there?
With whom did you meet?
What did you learn about the opportunity?
What did you like most about the position?
What did you like least about the position?
If they came back and made you an offer, would you accept it?
Did you discuss a compensation plan?
How did they leave you after the interview?
Any comments, questions, or concerns?
Remind the candidate to make a follow-up call and email.
The next (and most important) step is to “Feed it Forward.” This
is the practice of getting in touch with hiring managers after each
candidate’s interview steps and providing them with critical insight
about the candidate’s overall experience. Because a hiring manager
often uses hiring staff to conduct interviews, they don’t always get
to hear a candidate’s opinion of the process.
The Process at Work
Provides the hiring managers with insight about the
interview experience from the candidate’s point of view.
Good feedback can reinforce the steps the interviewer is doing to
impress candidates, and negative feedback can determine which
adjustments to the interviewing style and behaviors need to be
changed. Interviewers, for example, might take more time to
carefully plan for the next interview if a recruiter tells them
that a candidate thought the interviewer was unprepared, which can
be a turnoff. Also, candidate feedback will help managers
understand how well their interviewers are doing in terms of
“selling” candidates. Quality feedback will allow them to locate
breakdowns in their process, which carelessly lead to withdrawal
or rejection of quality talent.
Gives insight into candidate’s interest. It
also gives the hiring manager an idea of a candidate’s interest in
the position, helping to close the deal or determine the roadblock
to a decision.
Provides clarity. If we “Feed it Forward”
that the candidate was not overly excited about the interview, it
can help the hiring managers decide whether to end the process or
try harder to impress the candidate. Either way, you’ll get
Begins the closing process. Once we “Feed it
Forward” that a candidate was really impressed and wants the job,
it “warms up” the hiring managers toward closure. Hiring managers
often favor candidates who want the job, rather than ones who come
across aloof or show only a mild interest.
Motivates the interviewer to provide their
feedback. As recruiters, we wait days on end for feedback
from an interviewer! One sure way to get them to connect with us
sooner is to tell them you want to share feedback from the
candidate. This technique almost always motivates them to get back
to you sooner. Interviewers usually want to know what the
candidate thought of them.
For these reasons, among others, the “Feed it Forward” process
serves a role in getting a commitment between the two parties. As we
all know, time kills all deals, and using the “Feed it Forward”
approach to motivate an interviewer to connect with you is, by far,
the most beneficial.