Timeline for How can I ask my interviewers for feedback following an interview?
Current License: CC BY-SA 3.0
11 events
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| Jun 18, 2020 at 13:07 | comment | added | NotThatGuy | Is this based on anything more than just the single anecdote? More specifically, has this ever worked for you when you didn't get the job? Just because something works once doesn't mean it's a good idea in general. I know if I were interviewing someone, this question would make me uncomfortable. Regardless of whether it's good or bad, I'd probably just say "fine" and follow the standard process of email or phone feedback, preferably through the recruiter (unless I were the hiring manager and I already decided to hire them, but even then I'd probably still view the question negatively). | |
| Dec 15, 2017 at 8:27 | comment | added | Rob | Yes, the feedback determines the pecking order. If I need to take off time to interview with someone who "doesn't know" or might be interested when I can go for a second interview with the company owner because the interviewer says that they put in a good word guess who's time wasting exercise gets skipped. | |
| Sep 18, 2014 at 17:18 | comment | added | HLGEM | Since interviewing is comparing various candidates to each other, you can't honestly answer that wquestion if you still have not interviewed everyone. If I have 3 people I woudl like to hire based on the interview and only one opening, it would be disastrous for me to tell 3 people they did well. And if the person did poorly, I defintely don't want to get into this. The only possible answers to this are, "I haven't finished interviewing yet." or "I am not allowed to provide feedback." | |
| Dec 6, 2013 at 10:48 | comment | added | Ross Drew | That's exactly what I do, interviewers are rarely prepared for it and I usually get an honest and useful answer. It's more effective if there are more interviewers. As they didn't have time to confer, they may not want to reveal their thoughts but one usually breaks and the rest follow. | |
| Apr 21, 2012 at 11:47 | comment | added | Reinstate Monica - Goodbye SE | @DesmondZhou: probably true if you speak with a professional HR person. But for smaller companies or peer interviews, it can work (as I experienced). | |
| Apr 21, 2012 at 10:07 | comment | added | Desmond Zhou | Do not do this, interviewers are trained to give a canned neutral/muted positive feedbacks on this question. This will either have no effect to your chances (when you are obviously qualified or unqualified), or a negative impact by making you seem unconfident, and take away valuable time to impress. | |
| Apr 18, 2012 at 15:48 | comment | added | bethlakshmi | And more likely to produce results face to face - as it reduces the time cost to creating the answer. | |
| Apr 18, 2012 at 15:44 | comment | added | Joshua Drake | That is possible. The responses I received during the interviews was either a positive or neutral one. In the case mentioned I received feedback about their concerns. Other times I got a "great question" or "nothing stands out" or simply "no". I got one "you ask me how the interview went without asking, here is me avoiding the question" from a technical recruiter. I did receive follow up feedback from several interviewers that was positive, but without multiple written offers there is no way to know for certain if they would have hired me. | |
| Apr 18, 2012 at 14:54 | comment | added | Reinstate Monica - Goodbye SE | @JoshuaDrake: does that not come across as too negative? I would fear that I was planting the thought of me being a concern in their mind. | |
| Apr 18, 2012 at 14:25 | comment | added | Joshua Drake |
A more oblique way of asking the same question: Is there anything in our discussion today that concerns you should I become your coworker/employee? It is nearly equivalent, to the above, but should result in more specific answers. It allowed me to directly address one area where the interviewer thought I was weak, and I got the job.
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| Apr 18, 2012 at 7:51 | history | answered | Reinstate Monica - Goodbye SE | CC BY-SA 3.0 |