Tuesday, June 15, 2010

Asking for Interview Feedback

Getting feedback on an interview performance can be a valuable way to improve your interviewing skills, yet many job candidates don’t ask for it. Or if they do, it’s requested at an inappropriate time or in a way that puts the interviewer in a defensive position.

Knowing how to ask for feedback will help you to grow from the experience and, consequently, prepare you for future interview success.

When to Ask

You typically ask for feedback after being notified by a company representative or hiring manager that you haven’t been selected for a job. If you receive a phone call, this is the point to ask for feedback. If you’re notified by email or snail mail, follow up with a phone call within 24 hours.

Who to Ask

It’s best to ask those with whom you’ve interviewed for specific feedback that they can share. If that person isn’t available or willing to provide feedback, consider requesting secondhand feedback from the HR representative or outside recruiter who set up the interview.

Note, though, that a growing number of companies limit or restrict employees from providing interview feedback. Such policies are designed to prevent employment discrimination claims by job candidates who might misinterpret the feedback. Nonetheless, it’s still worth the effort to ask.

What to Ask

Politely ask for an evaluation of your responses, such as how well you answered the questions. In addition, you may also ask for a critique of your professional etiquette, tone of voice, and preparedness.

As you receive constructive feedback, listen carefully and avoid reacting emotionally. As a result, you’ll be able to pinpoint areas where you may have struggled and fine-tune your responses and techniques before your next interview opportunity.

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