Real-Time Feedback: A Transformative Interview Closing Move
Enhancing candidate experience with transparent, actionable feedback.
1The Problem with One-Way Interviews
Traditional interviews often feel one-directional, where candidates perform and interviewers judge without providing feedback. This leaves candidates in the dark about their performance. Mark Grebler highlights this gap, emphasizing the need for a more interactive and transparent approach to interviewing.
2The Feedback Question
Grebler’s closing move involves asking candidates if they’d like feedback. This isn’t just a formality—it shifts the dynamic from judgment to collaboration. It prepares candidates for constructive insights and allows them to address any misunderstandings immediately.
3Positive Feedback Examples
Grebler provides specific, actionable praise, such as commending a candidate’s clear architecture walkthrough or their deep understanding of team-building. This approach ensures candidates leave with tangible takeaways, regardless of the outcome.
4Constructive Criticism
Feedback isn’t just about praise. Grebler addresses concerns directly, like a candidate’s inability to delve deeper into team-building practices. This honesty helps candidates understand their gaps and improve for future opportunities.
5Candidates Correct Misunderstandings
One key benefit of real-time feedback is the chance for candidates to clarify misunderstandings. For example, a candidate explained their testing depth after Grebler expressed concerns, showcasing their expertise and correcting the initial impression.
6Handling Seniority Concerns
Grebler once voiced concerns about a candidate being overqualified. The candidate explained their burnout and desire for a sustainable role, alleviating Grebler’s worries and demonstrating the value of open dialogue.
7When Feedback Confirms Concerns
Sometimes, candidates’ attempts to correct feedback only highlight their weaknesses. For instance, a candidate’s deeper explanation of technical concepts revealed gaps in their understanding, reinforcing Grebler’s initial concerns.
8Avoiding Personality Feedback
Grebler learned to focus feedback on capabilities, not personality traits. Telling someone they seem arrogant offers no actionable insight, whereas discussing specific behaviors provides clarity and a path for improvement.
9Candidates Appreciate Feedback
Most candidates are grateful for feedback, as it’s rare in interviews. Even critical feedback is often welcomed, as it provides clarity and helps candidates grow. This transparency aligns with company values and enhances the candidate experience.
10A Better Way to Interview
Real-time feedback transforms interviews into two-way conversations. It benefits candidates by offering clarity and helps interviewers make better hiring decisions. Grebler’s approach demonstrates the power of transparency and openness in recruitment.