Hiring decisions often suffer from inconsistency. Without a structured interview process, feedback can be vague, biased, or forgotten. That’s where interview feedback templates come in.
They help interviewers stay aligned, remember details, and document decisions, leading to better, fairer hires.
Why interview feedback templates matter
A standardized template is a structured form interviewers use to record:
- Observations
- Scores
- Comments
Benefits:
- Reduces bias
- Encourages fair comparisons
- Supports legal compliance
- Improves candidate experience
- Boosts team collaboration
What to include in a feedback template
A well-built evaluation form has these core elements:
- Candidate info: Name, role, interviewer, date
- Job-specific skills: Tailored to the job description
- Technical skills section: Assess responses to tasks or questions
- Behavioral feedback: Based on past-experience questions
- Cultural fit: Does the candidate align with team values?
- Scoring system: Numeric or descriptive
- Strengths/weaknesses: Notes for reference
- Recommendation: Yes / No / Maybe
One-way vs. live video interview feedback
The format of the interview—one-way (asynchronous) vs. live—affects how you collect and evaluate feedback.
One-way interviews:
- Candidates record answers on their own time
- Interviewers review later (often asynchronously)
- Feedback forms should include time stamps or video markers
- Ideal for high-volume screening where consistency matters most
Live video interviews:
- Real-time interaction with follow-up questions
- Feedback should capture both verbal and non-verbal cues
- Allows for evaluating adaptability and spontaneity
- Works well for final rounds or culture fit assessment
Tip: Use the same scoring criteria across both formats to ensure consistency. Include a note in your form to indicate the type of interview.
Practice with mock interviews
Mock interviews + mock evaluation forms = consistency before it counts.
Benefits:
- Train new interviewers
- Align on what “good” looks like
- Fix unclear rating scales
- Reduce bias early
Tip: Use the same template you’ll use during real interviews for training.
Building a company-wide evaluation process
1. Define what you’re looking for
Base it on the job description. Example:
- Support roles = communication + empathy
- Engineering roles = technical depth + logic
2. Choose your format
Digital forms are easier to collect, share, and compare. Use a mix of ratings and open comments.
3. Align the team
Host calibration sessions. Have interviewers score a sample response and compare notes.
4. Train for bias reduction
Teach interviewers to spot vague language and focus on observable behavior.
Rating sheet formats
Rating sheets help track performance in a structured way.
Common types:
- 1–5 or 1–10 scales
- Descriptive (Exceeds / Meets / Below Expectations)
- Yes / No criteria
- Weighted scores (some skills matter more)
Best practices for interviewer feedback
1. Give feedback fast
Ideally within 24 hours as memory fades quickly.
2. Be specific
Avoid: “Not a good culture fit”
Use: “Didn’t give examples of cross-functional collaboration when asked.”
Avoid: “Strong technically”
Use: “Solved coding task efficiently and explained trade-offs clearly.”
3. Use the same form every time
Makes cross-comparison easier and hiring discussions more objective.
Giving candidates feedback
Even if they’re not selected, thoughtful feedback improves your employer brand.
For selected candidates:
“We were impressed by your problem-solving during the technical task.”
For rejections:
“While your background in project management was strong, we moved forward with someone with deeper experience in our industry.”
Do:
- Be respectful and honest
- Focus on behavior
- Mention observable examples
Don’t:
- Compare to other candidates
- Be vague
- Make personal judgments
Writing feedback comments
Positive examples:
- “Explained system architecture clearly with relevant trade-offs.”
- “Asked thoughtful questions about our workflow.”
- “Showed clear alignment with our mission.”
Constructive feedback:
- “Needed help articulating how prior roles relate to this one.”
- “Used general responses instead of specific examples.”
- “Showed limited knowledge of tools listed in the job description.”
Suggestions for growth:
- “Use the STAR method to answer behavioral questions.”
- “Research the company more before interviews.”
- “Practice explaining technical concepts to non-technical audiences.”
Future of interview feedback
Companies are evolving feedback processes with:
- Digital templates that auto-sync across hiring systems
- Bias detection tools for written comments
- Comparison dashboards to spot patterns
- Structured formats that ensure fairness across teams
The goal: human judgment + structured tools = better hiring.
FAQs
How do I create a great interview feedback template?
Include rating criteria, a strengths/weaknesses section, and a final recommendation.
What’s the best way to give post-interview feedback to candidates?
Be specific, timely, and kind. Focus on strengths and gently explain gaps.
How do we ensure consistency across interviewers?
Use shared templates, train your team, and run regular calibration sessions.
How should we give feedback to rejected candidates?
Be honest and specific. Never critique personality—focus on observable skills or alignment gaps.
