Navigating the job search process can be tough, especially when you’re left in the dark after an interview. Whether you thought it went well or you sensed some hesitation from the interviewer, getting feedback can provide invaluable insight and help you improve for next time.
As a recruitment consultancy, we understand how crucial feedback is for candidates. It helps close the loop, builds confidence, and identifies areas for development. Here’s how to ask for it effectively—and what to do with it once you receive it.
Interview feedback is more than just a courtesy—it’s a tool for growth. Here’s why it matters:
Improves future performance: Honest feedback highlights strengths to lean into and weaknesses to address.
Builds resilience: Understanding the “why” behind a rejection can help you move on constructively.
Shows professionalism: Following up demonstrates maturity and a willingness to improve.
Helps identify red flags: If the hiring process lacked transparency, feedback might reveal cultural mismatches early.
Timing and tone are everything. Here are some tips to make your request more effective:
Once you’ve received a rejection, reply promptly (within 24–48 hours) to thank the interviewer and politely request feedback. Here’s a simple template:
Hi [Hiring Manager/Recruiter’s Name],
Thank you for letting me know about the outcome of the interview. While I’m disappointed, I appreciate the opportunity to have interviewed for the [Job Title] role.
If possible, I’d be really grateful for any feedback you could share on my interview performance, as I’m always looking to learn and improve.
Thanks again for your time and consideration.
Best regards,
[Your Name]
If you’re working with a recruitment consultancy like us, ask your consultant to follow up on your behalf. Clients are often more willing to provide feedback to their recruitment partner than directly to candidates.
Rather than asking “Can I have feedback?”, try asking:
“Was there anything I could have done differently?”
“Were there particular skills or experiences the successful candidate had that I could work on developing?”
Not all feedback is easy to hear, but all of it can be useful—if you know how to handle it.
Try to view the feedback as data—not a personal attack. Focus on what’s actionable.
Document the feedback you receive and look for patterns over time. If two or more employers mention the same thing, it’s a clear area to address.
If you’re told you need stronger examples of leadership, for instance, think about how to build and better articulate those examples next time.
Sometimes, despite your best efforts, feedback isn’t given. Employers may be restricted by company policy, time, or legal concerns.
In these cases:
Don’t chase too persistently—it can come across as unprofessional.
Reflect on the interview yourself. What do you think went well or could have been improved?
Ask your recruiter for their opinion. They may have insights based on client comments.
Getting interview feedback can be a game-changer for your job search. It helps you grow, refine your approach, and ultimately land the right role. As recruiters, we always encourage our candidates to ask for feedback and we work hard to obtain it on their behalf—because we know how powerful it can be.
If you’re navigating interviews and want support throughout the process, our recruitment consultants are here to help—from preparation and feedback to landing your next opportunity.
