A key way to improve on your interview skills is to gain feedback after each interview you complete.

Sometimes this may be hard, if not impossible. Often managers, recruiters or HR do not provide you more feedback than an outcome and sometimes they never get back to you at all (we hate it when this happens on behalf of every candidate out there). UCGR believes everyone has the right to receive feedback after an interview, both positive and constructive, it’s simply common courtesy.

So how can you make this happen, how can you help yourself? The steps below are outlined in an ideal world that prior to the below you have received the outcome of your interview, being successful or unsuccessful. If you have not received your outcome, you can try to obtain this as the same time as trying to gain feedback

Below we have listed the options to try to gain feedback aligned to good practise principles:

  1.  If you have not heard anything 48 hrs after the interview, ask the recruiter or HR who is recruiting for this job. Let them know you require both positive and constructive feedback. Ask for it on the spot whilst you are on the phone. If they do not have feedback to provide you (because the manager has not provided it to them) requested that they call or email you within 48 hours.
  2. If step 1 doesn’t work, you can request the managers details (however you may not always receive a favourable  response), alternatively if you have their details, contact them directly and ask for feedback, explaining you are yet to receive any and you feel it would be of great value.
  3. If none of the above work, we suggest you email the recruiter or HR and manager once more. You don’t want to come across as a stalker so don’t do this multiple times!
  4. After this point, you may be a little frustrated and therefore we suggest you ensure you stay communicating professionally. Don’t allow yourself to get annoyed in conversations or email.
  5. If you have now tried all the above steps at least once with no answer, now would be a good time to head to the companies social media site and very professionally and politely request feedback. This way usually works.
  6. The final option you have is if you have a contact in the organisation, ask them to reach out to the relevant contacts you have be in touch with.

If none of the above options work, does this organisation reflect the values and culture of one that you would want to work for? If not, maybe you are better off putting this organisation behind you.

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Once you are successful in gaining feedback, whether you were successful or unsuccessful in your interview what are you planning to do with it to help yourself?

What’s the point in getting feedback if you do nothing with it?

UCGR has listed a few tips for how to use feedback to help improve your future outcomes:

♦ Be open and honest to yourself when considering the feedback, this will help you develop.

♦ Don’t let feedback or critique offend or upset you. Take it at face value and remember perception is reality from the view point of the interviewer.

♦ Ask someone you trust to help interpret the feedback in line with your behaviours and then change accordingly. You may learn something about yourself that you didn’t realise during this exercise. For example if you got told you come across very rigid and uptight and you did not realise this, hopefully the feedback you receive will help you realise your strengths, weaknesses and behaviours.

♦ Make sure you actually make changes the next time you interview. For example if you’re feedback was you did not use strong examples for your questions ensure you find new examples and practise and prepare endlessly to improve, do not simply keep using the old examples

Our final tip is if you don’t help yourself, no one else is going to help you. You are own best ally and worst enemy.

Good Luck!

UC Grad Recruiter