Way more than just video interviews.
Our interview intelligence guides you through the entire interview process, so you find your next great teammate—effectively and equitably.
“Having the ability to record and share interview clips with our hiring teams has been a game-changer in getting good candidates into the process and speeding up our time to hire.”
“Pillar is a huge opportunity for us to be completely confident about the fairness and effectiveness of our assessments. It is an invaluable tool for coaching, developing and supporting our newer interviewers on the team.”
The hiring process is a very important set of tasks to help companies find the best-fit candidates to fill their roles. This means that when the interviews have been completed, there is still a lot more work to be done to determine who should go on to receive an offer or more interview questions or tasks, depending on the team’s needs. Evaluating candidates after the interview has been completed allows the hiring team to dig a little deeper into each candidate, consider the quality of their answers, compare results with hiring goals, and more. Additionally, evaluating candidates gives the hiring team a closer look at what each candidate brings to the table and which skills will be most potentially valuable to the team.
Before you begin, your team will likely need to consider the interview intelligence software or interviewing program that you use and find out how to document interview feedback for your hiring team in the most clear and effective manner. If you already have a hiring guide for your managers, you may have a section set aside for providing individualized feedback about the process. If not, you may need to adopt a software program or create a new process for such documentation.
If you are wondering what these evaluations would look like, you may consider searching for sample interview evaluation comments. Here are some suggestions to help maintain consistency, provide a basis for decision-making, and ensure that the hiring process is fair and objective:
1.) General Candidate Assessment:
- "Strong communication skills; demonstrated ability to articulate ideas clearly."
- "Impressive problem-solving abilities, especially during the technical assessment."
- "Positive attitude and enthusiasm for the role."
2.) Skills and Qualifications:
- "Meets all the required qualifications and exceeds expectations in [specific skill]."
- "Lacks experience in [specific skill], which may require additional training."
3.) Cultural Fit:
- "Seems to align well with our company culture and values."
- "Notable enthusiasm for our mission and a collaborative attitude."
4.) Interview Performance:
- "Well-prepared for the interview and asked insightful questions about the company."
- "Handled situational interview questions confidently, providing real-life examples."
5.) Areas for Improvement:
- "Could benefit from additional experience in [specific area]."
- "Slight nervousness during the interview; may need support in building confidence."
- "Positive reference feedback highlighting strong teamwork and reliability."
- "References were generally positive but noted areas for development in [specific skill]."
7.) Final Recommendation:
- "Highly recommend moving forward to the next stage of the hiring process."
- "Not the top candidate but should be considered as an alternate if our first choice declines the offer."
8.) Additional Comments:
- "Excellent presentation skills, could be an asset in client-facing roles."
- "Overall, a strong candidate who aligns well with the company's needs and culture."
9.) Ranking Against Other Candidates:
- Ranks as our top candidate due to a combination of skills, qualifications, and cultural fit."
- "Second in line after candidate [Name] because of slightly weaker experience in [specific area]."
10.) Decision for Next Steps:
- "Recommend moving forward with a final interview and reference checks."
- "Not a good fit for this role, recommend providing feedback and declining the application."
11.) Overall Impressions:
- "This candidate stands out due to their exceptional problem-solving skills and positive demeanor."
- "While not perfect, this candidate shows potential and could be a valuable addition to the team."
These sample candidate evaluation notes provide a structured way to assess candidates and make informed decisions during the hiring process. Be sure to customize these notes to suit the specific criteria and competencies relevant to the position you're hiring for.
We provided some clear candidate evaluation samples in the section above, but you will want to consider your own company’s needs and standards for interview comments after the interview. A sample of responses can be found online to give you more ideas if the examples above are not enough. It will also be important for your team to consider how you want to handle reporting negative experiences. Unsuccessful interview feedback examples might include details on which aspects were unsuccessful as well as reflections on what would make future interviews more successful.
If your hiring team learns something new from the hiring process, it’s important for them to take note of it for future hiring processes. Providing interview feedback to HR can be beneficial for everyone involved. You may even request that the candidates provide feedback to HR about how the interview went for them to cross-check some of the information that you’ve gathered. Some interview feedback to HR examples might include:
1.) Interview Process Feedback:
- "The interview process was well-organized and efficient, which I appreciated."
- "I found the interview panel to be friendly and approachable, creating a comfortable atmosphere."
2.) Clarity on the Role:
- "I appreciated the detailed job description and clear expectations for the role."
- "It would be helpful to have more information about the day-to-day responsibilities of the position."
3.) Communication and Timeliness:
- "HR and the hiring team were prompt and clear in their communication, which was very professional."
- "There were some delays in scheduling and providing feedback after the interview, which created uncertainty."
4.) Interviewer Feedback:
- "The interviewers asked relevant and insightful questions, making the process engaging."
- "One of the interviewers seemed disinterested and disengaged, which made the interview less enjoyable."
5.) Clarity on the Next Steps:
- "I left the interview with a good understanding of what to expect next in the process."
- "It would be helpful to know the expected timeline for a decision or feedback."
6.) Additional Information Request:
- "I would appreciate more information about the team dynamics and company culture."
- "Could you provide more details about the benefits and growth opportunities within the organization?"
7.) Overall Candidate Experience:
- "The overall experience was positive, and I felt welcomed throughout the process."
- "I had some concerns about [specific aspect], which I believe could be improved for future candidates."
8.) Suggestions for Improvement:
- "Consider offering candidates more detailed feedback if they are not selected."
- "It might be helpful to offer resources or information about the company's mission and values before the interview."
9.) Thank You and Appreciation:
- "I appreciate the opportunity to interview for the position and learn more about your company."
- "Thank you for your time and consideration during the interview process."
Candidate feedback can be important for organizations to continuously improve their hiring process, enhance the candidate experience, and make the process more transparent. It's an opportunity for candidates to voice their opinions and share their perspectives on the recruitment process. Constructive feedback can help HR and hiring teams refine their practices and ensure that candidates are treated respectfully and professionally.
Your most helpful tool for a streamlined hiring process will be your interview criteria checklist. Providing candidate evaluation examples and sample interview assessments will also provide your hiring teams with the information they need to make informed decisions about how to conduct future hiring. You may also choose to include post interview assessments from the candidates themselves to offer critical commentary on the processes that are already in place and could stand some updates.
We also provided assessment after interview examples to help you get a better idea about the kinds of things candidates might have opinions about or need to be asked. Because candidate experience is so important in quality recruitment, it can be extremely helpful to learn what candidates like or don’t like about interviews with your company so you can improve your practices. It can also improve the candidate experience just to be asked for feedback. This helps a candidate feel that you value them as an individual and care about their well-being during the hiring process. Candidates report not wanting to be hired by companies who do not treat them as valued individuals or who do not respect their time during the hiring process. Employers can manage both of these concerns with more effective candidate engagement and simply listening to what their candidates have to say.
As you gather your ever-evolving interview criteria checklist, it can be helpful to add this information to your hiring programs or interview intelligence software. Programs like Pillar can help you organize your candidate data as well as your interview steps and strategies, ensuring that you can streamline the process for their benefit and yours! After all, with everything publicized online and people anonymously reviewing companies about their hiring experiences, it is important to make authentic changes that support your candidates’ and future hires’ needs.
Ultimately, establishing a smoother hiring process is not just a matter of administrative efficiency; it's a critical investment in the long-term success and growth of your company. By embracing these strategies and your own team’s developed best practices, you can foster a more positive and effective candidate experience, attract top talent, and ultimately secure the right candidates to drive your organization forward.
Remember, a streamlined and transparent hiring process is a reflection of your company's values and commitment to professionalism. It not only benefits your prospective employees but also enhances your employer brand and reputation in the competitive talent marketplace. As we navigate the ever-evolving landscape of the modern workforce, adaptability and responsiveness in hiring are essential.
Take the time to review and refine your hiring process continually, integrating the latest technology, feedback mechanisms, and innovative strategies to stay ahead in the talent acquisition game. By doing so, you're not just building a strong team; you're constructing a stronger, more agile company poised for a prosperous future.