Feedback Of Interviewed Candidates

What are various ways to analyze the feedback of candidates who came for interview. We want to evaluate the interview procedure/process so what type of questions we can include in the survey?

Dear Anuj,

Interviewees are not your customers so to vie for their feedback. As a follow-up mail, you may send a mail on the quality of the interview. Nevertheless, this option is also fraught with risk.

Suppose you send a detailed questionnaire or a simple mail to get feedback of the job candidate. In turn, if the interviewee gives negative feedback, however, the job candidate was very good. In that case, will it not be embarrassing for the job candidate to join a company or work with a person who had conducted his/her interview? Depending on the number of employees taken on board per month or quarter, you may take the feedback from the newly joined employees on the quality of the recruitment process as a whole.

To improve the quality of the interview, what you need is a video shoot of the interview and then advice from some external consultant on the quality of the questions asked, their sequence, relevance, whether some important question was missed out etc. Occasionally, to probe further, a supporting question or probing question is also very important. This quality feedback will go a long way in improving the interviewing skills of an interviewer.

The job interview is a holistic process. How the candidate was treated before the interview and the quality of the questions asked, both the things are important. The former depends on the culture of your company and the latter on the interviewing skills of the interviewer.

By the way, have you trained your Managers on interviewing skills? Generally, when I conduct the training on "Behavioural Interviewing", I handle all these issues.

Thanks,

Dinesh Divekar
+91-9900155394

I can't agree more with Dinesh.You cannot surely ask the candidates whether they liked the questions that were asked in the interview.Probably you want to know whether the candidates felt home at the venue or liked the ambiance or were looked after well by the support staff.As Dinesh said, this has more to do with the oragnisational culture.If you still want to elicit feed back from the candidates to improve, you can give them a simple format with questionnaires on seating arrangements at the venue, manners etiquette of the support staff, about what they would like to be served i.e water, tea and biscuits etc.and any other amenity which they feel, is missing at the venue like a fan at the proper place (some times the chair will be at some place and the fan will be at a different place) .
B.Saikumar

Before interview process begins,the company should decide upon panel of interviewers.

They need to focus on conduct of interviews,framing relevant questions to elicit answers/views from candidates and relate it to the values company is looking for.

Routine arrangement for candidates should be well planned and handled professionally.

How the candidate is treated during interview process can give a good impression to those who succeed or those who fail to clear the interview process.

Views about the process of selection can be taken from those who get selected and join,but keep in mind newly selected person may only speak good and leave out other aspects.

Video graphs of process is a good idea,provided we make the candidate aware of being videographed.

It will be unfair to video the proceedings without formally informing the candidates being being filmed.

It can otherwise lead to different unintended consequences.

Besides one another way to analyse the success of interview procedure is subsequent performance of elected candidates.

Though a one hour interview or screening test cannot bring out full potential of a candidate but gives adequate indication of whether person will be a right fit for the job and company as a whole.