Interview Feedback Examples
Useful interview feedback does two things generic examples usually don’t: it ties directly to something the candidate actually said, and it uses the same criteria for every candidate so the decision can be compared and defended later. The fastest way to write it badly is to describe an impression — “good energy,” “not a fit” — instead of an answer. Below are examples for two different audiences: notes for your own hiring record, and feedback you actually send to a candidate.
Two different audiences, two different jobs
“Interview feedback” covers two things that get written very differently. Internal feedback is what the interviewer writes for the hiring file or the next person in the process — it needs to be specific enough that someone who wasn’t in the room can understand the decision. Candidate-facing feedback is what you actually say or send to the person you interviewed — shorter, kinder, and usually less detailed than your internal note, for reasons that are as much legal as they are humane.
If you're asking a structured set of questions like the ones on our interview questions to ask candidates page, the internal feedback should map directly to how the candidate answered those same questions, not to a separate free-form impression.
Internal feedback: scoring notes for the hiring file
These follow the same five-question frontline interview structure from our interview questions page, so the feedback and the question stay attached to each other:
- Strong hire. “Walked through her last week without prompting — opened at 6, covered two call-outs, named the supervisor by name. Named the schedule change as the hardest part and said she'd ask for two weeks' notice rather than assuming it. Certification current, renews in April, confirmed on the card.”
- Borderline. “Answers were accurate but generic — described the job back to me rather than his own experience. Said 'none of it' when asked what would be hardest, then couldn't name a specific concern when I pushed. Credential is current but he wasn't sure of the renewal date. Worth a second conversation before a decision either way.”
- Pass. “Couldn't describe a specific shift when asked about a time something went wrong — stayed in generalities about 'handling it professionally.' Credential expired four months ago per his own account. Schedule conflict with the only shift open (he needs evenings, role is mornings).”
Each note names the question, the specific answer, and the fact that decided it. A reader who wasn't in the interview can see why the decision was made, and so can you in six months when you're trying to remember.
Candidate-facing feedback: what to actually send
Candidate-facing feedback should be shorter than your internal note and lighter on specifics, particularly around anything that touches a protected characteristic even indirectly — family situation, age-coded language like “overqualified,” or anything about accent or appearance. Keep it to the job-relevant reason, stated once, and skip the internal detail that isn't the candidate's business.
- Rejection, role-fit reason. “Thanks for taking the time to interview with us. We've moved forward with a candidate whose schedule availability matched the shift we needed to fill. We'd welcome an application if a different shift opens up.”
- Rejection, credential reason. “Thanks for interviewing with us. This role requires a current certification, and we're moving forward with a candidate who has one in hand. We'd be glad to hear from you again once yours renews.”
- Advancing to next step. “Good conversation today — we'd like to move you to the next step, which is [a shift trial / a call with your would-be supervisor / a start date discussion]. Someone will reach out by [day] to schedule it.”
What makes feedback useful instead of decorative
- Write it the same day. The specific detail — the story, the phrasing, the hesitation — is gone within 24 hours; what's left is impression, which is exactly what you're trying to avoid.
- Score every candidate against the same questions. Feedback that follows a different structure for each candidate can't be compared, and comparison is the entire point of taking notes.
- Name the answer, not the vibe. “Named the supervisor and the two call-outs” survives scrutiny. “Good energy” doesn't, and it's the kind of note that looks worst in hindsight if a hiring decision is ever questioned.
Frequently asked questions
How do you write feedback after an interview?
Write it the same day, tied to specific answers rather than a general impression, and score every candidate against the same questions so the notes are comparable. A useful note names the question, what the candidate actually said or did, and the fact that drove the decision — not just whether you liked them.
What are some positive feedback examples?
The strongest positive feedback names a specific, verifiable detail rather than a general compliment: "described her last shift without prompting, including how she handled a call-out" says more than "great communication skills." For a frontline role, the most useful positive feedback confirms schedule fit, a credential detail, and how the candidate described handling a real problem.
How do you compliment a good interview?
Be specific about what stood out rather than generic ("thanks for coming in" or "great interview"). Naming a particular answer — how they described a past shift, or how directly they answered a hard question — is both more genuine and more useful to the candidate than general praise, and it costs you nothing extra to write.
Good feedback still needs candidates to interview
A tighter interview and scoring process only pays off if enough people are reaching it. If volume, not selection, is the constraint, that's the part we measure.