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Today’s episode is on how to ask for interview feedback, and I sourced this information from the Harvard Business Review article from Marlo Lyons.

I hear from you about your frustration in not getting feedback from your job interviews. Without concrete information, you are left to make assumptions – and for some of you, that means you beat yourself up for your “failure.”

The message I intend for you to hear in this episode is this: Waiting until after you’ve been eliminated as a candidate is too late to ask for feedback. You want to engage with your interviewers throughout the process – not only so you can make mid-course corrections in how you are approaching the interviews with that company, but also so you can improve your approach for future companies you interview with.

To be clear, not all recruiters and hiring managers will provide you with feedback – often because they are fearful of saying something that could be construed as discriminatory or non-inclusive. Others won’t provide feedback because of time constraints.

It doesn’t hurt to ask, however, and these are three touchpoints at which you might want to give it a try.

At the end of the recruiter screening interview

These initial interviews are often short screening events – meant to screen out as many candidates as possible so the recruiter can go more in-depth with the remaining candidates.

At the end of this conversation, ask the recruiter, “Based on our conversation, how do you think my experience matches the requirements for this role?”

If the recruiter has already told you that you are through to the next round, ask “Is there anything specific I should highlight in upcoming interviews, based on the job description or any intangibles that aren’t listed?”

This type of question can surface valuable information that may not have come up in the initial conversation. It will also give the recruiter an opportunity to reveal the hiring manager’s perspective on the job.

If the recruiter is noncommittal about next steps, with comments such as “we’re just starting the interview process” or “we have more candidates to talk to,” you most likely aren’t a top candidate.

In this case, ask, “What additional information can I provide you with for you to feel comfortable championing my candidacy for this role?” If the recruiter engages, you may have a few minutes to provide more information, or you may receive feedback that can help you when interviewing with the next company.

Ask for feedback after every round

Once you make it past the recruiter screen, you’ll likely interview with the hiring manager and then potentially numerous people on panel interviews.

At the end of your interview with the hiring manager, ask, “How do you think my skills can be leveraged to bring value to your team and the company?”

The answer will reveal whether your message was clear - or whether you need to hone it further.

After each interview, write thank-you emails, not just to the people you interviewed with, but also to the recruiter, whom you can ask for time to discuss subsequent interviews.

During that conversation, ask, “Is there any feedback, specific focus areas, or anything I can do to improve my interviewing technique?” You’ll receive more feedback when you’re in the middle of the interview process than after you’re eliminated from it.

Recruiters want to keep you fully engaged and interested in the job and they want you to be successful in every round of interviews until they’re informed you’re no longer a viable candidate or you receive an offer.

Ask culture-fit questions at the end of the process

Culture fit is about your demeanor, energy, presence, and how you approach your work. If you didn’t get the job, ask the recruiter, “Do you think, based on the feedback, I would be a culture fit for future opportunities? I wouldn’t want to waste my time or yours if it’s not a match.” You may not receive a transparent answer, but it’s worth a try.

If you receive any feedback, do the following three things to put what you learn into practice.

Listen with curiosity.

Take notes and deeply understand the context behind the feedback. This isn’t a time to argue, refute what’s being said, or try to explain your experience further. This is the time to take away some insights to use for future interviews.

But keep in mind that the feedback you get is one person’s or group’s perspective. Some feedback may not be applicable to future jobs — for example, “We really needed someone who is more hands-on.” Another company may love that you focus more on strategy. Use every answer you get to fuel questions for future recruiters — for example, “Are you seeking someone more hands-on, someone who can provide higher-level strategy, or both?” or “What percentage would you say is hands-on and what percentage of the work is strategy development?”

Analyze feedback holistically.

Recruiters don’t know how you will receive feedback, so expect it to be sanitized to not hurt your feelings. Take it at face value, and don’t overanalyze one sentence or one phrase as the reason you didn’t receive an offer.

Review the feedback holistically to either pivot if you’re still in the interview process, or to change your interview strategy and approach with the next company if you’ve been rejected from continuing in the process.

Adjust your approach, not yourself.

Feedback is not personal — no one is asking you to change your personality, and you wouldn’t want to anyway. You can pivot where doing so is comfortable and makes sense, but not where you would be compromising your authenticity.

If you’re putting on a show and not being your true self, then you won’t know if you’ll be a culture fit for the team, function, or company. Therefore, use the feedback to develop your interviewing skills and executive presence for future roles.

In the end, if you’re rejected from a role and no one will give you feedback, don’t take it personally. Many times, it’s not about you! There could be internal politics, a management change, or the need for someone with different skills than you have at play, or the job posting could’ve been cancelled and no one told you…the list goes on.

The most important thing to remember is you will get the right role at the right time.

Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.

If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: 

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