The document provides guidelines for writing interview feedback on candidates. Key points to address in the feedback include whether the candidate is a fit for the company, team, and open position or another role. Feedback should support recommendations, be brief and concise, and avoid being unnecessarily rude or personality focused. Interviewers should answer questions asked of candidates and note any concerns for other interviewers to address in subsequent interviews.

1. Interview Feedback
Should we hire the candidate or not
At the end of your interview you should be able to say whether you think this candidate
should be hired for this job or not. But do not just stop there, also state whether this
candidate should be hired for another position you may be aware of. A key to remember
is, that sometimes a candidate can be a fit for more than 1 positions at a time. Or while
they may be being interviewed for one position, they could be a better fit for another.
Flexibility is a key in hiring.
Feedback Guidelines
Feedback is important for a number of reasons: it allows interviewers to communicate
with each other and share what areas have been covered and what needs to be
covered; it provides a record of the interview that can be used for future reference;
it helps support the hiring manager and Team(the hiring team consists of all
people who are or have interviewed the candidate. Usually that means the
recruiter, Hiring manager and other on the current interview schedule) in making
the hiring decision.
Key things to keep in mind when writing your feedback:
• Answer three questions: is the candidate right for your company, is the candidate
right for your team? Is this the right position or is there another they are better
suited for.
• Take a stand: Make sure you not only answer the three question above, but
provide support for your recommendation. Your insight is going to be key in
ensuring the right decision is made.
• If you're unsure, say so, and wait to see others feedback or wait till the hiring
team meet to discuss and then firm up your answer. If you are still in doubt then
say no.
• List the questions that you asked and describe the scenario.
• Indicate any personal preferences that the candidate may have revealed.

2. • Point out any concerns for other interviewers to target/cover in subsequent
interviews.
• Gear your decision towards both current position, future potential, company fit
and overall potential.
Your feedback should follow these guidelines:
• Support your recommendation. Your feedback should include explanations of
the areas your probed, and any concerns you may have. If possible it should state
strengths and weaknesses and areas others should probe further.
• Be brief. Be clear, concise and to the point. No need for wordiness.
• Be appropriate. Your feedback should be professional and appropriately worded.
Anyone should be able to read it without being offended (including a third-party,
such as the Equal Employment Opportunity Commission for example). Do not be
unnecessarily rude or harsh, as it biases other interviewers. Keep your feedback
job related and not personality focused. The recruiter may use your comments to
give feedback to the candidate. Remember feedback is discoverable evidence in a
lawsuit.
That is it, you know how to write up your feedback. From my previous blogs on " The
BTOS Interviewing System" and " Conducting the Interview " you know how to conduct
the interview and how to formulate and ask questions to determine the best candidates
and what questions you cannot ask. You are all set to help hire the best of the best for
your company.