How to collect interview feedback timely from the interviewer?

In today’s age, the role of the interviewer has transformed. Earlier, the job of an interviewer was solely to sit in interviews. They are also involved in policy-making, ensuring the interview process is as robust as possible. Another one of their key responsibilities now is to provide detailed feedback on every candidate. 

Companies today don’t only want the best candidate but also one who is the most suitable for the role. This is why it is more important than ever for the interviewer’s feedback to be heard. However, this must also be done in an efficient and time-bound manner so that the recruitment process is not stalled, leading to hiring delays and affecting the organization’s overall working dynamics.

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We have to understand that interviewees are also humans and can commit mistakes. Thus, collecting feedback allows the other stakeholders to be involved in the recruitment process. This ensures that the other players can also get a chance to find any loopholes in the interview process, thus making the recruitment process fairer.

In this article, we will jump directly to how this problem can be solved and then we’ll talk about the importance of interviewer feedback and why collecting feedback from interviewers is a major pain point.

4 ways to Efficiently Collect Interview Feedback

Make a successful interview plan

One common issue that interviewers face is the lack of clarity regarding what aspects to evaluate during interviews. This can result in unstructured interviews and make it difficult for interviewers to provide detailed feedback afterward. To address this, it is important to establish clear guidelines and expectations for interviewers. This includes defining the key skills, competencies, and behaviours they should assess during evaluating candidates. By providing interviewers with a Structured interview process, they can focus on specific areas, leading to more targeted and insightful feedback.

Enable Real-Time Feedback Filling:

Often, interviewers have a tight schedule and are required to attend meetings immediately after conducting interviews. This time constraint leaves them with little to no time to write interview feedback, leading to delays and potential loss of critical interview details. To overcome this challenge, organisations can leverage technology to enable real time feedback filling. By providing interviewers with tools or applications that allow them to input feedback during the interview itself, they can capture their observations and assessments while they are fresh in their minds. This approach not only ensures the timely completion of feedback but also improves the accuracy and completeness of the interview feedback.

AI Assistance for Subjective Feedback:

Interviewers often find themselves spending significant amounts of time writing interview notes and filling lengthy subjective assessment forms. This can be a drain on their productivity and may result in inconsistent or incomplete interview feedback. To optimise this process, organisations can invest in AI-powered tools that assist interviewers in generating interview notes and writing detailed feedback. These tools, such as BarRaiser, leverage natural language processing and machine learning algorithms to analyse interview data and develop comprehensive feedback assessment forms. By automating the interview note-taking and feedback writing process, interviewers can significantly reduce the time spent on these feedback loops, enabling them to focus on core responsibilities and ultimately enhance the quality of interview feedback provided.

Automated reminders: 

Automated reminders for filling interview feedback play a crucial role in streamlining the collection of hiring team feedback. By leveraging technology solutions such as applicant tracking systems (ATS) or interviewing platforms like BarRaiser, recruiters can automate reminders to interviewers, ensuring timely submission of feedback. These automated reminders eliminate the need for manual follow-ups, increasing recruitment efficiency. Moreover, consistent reminders help maintain the momentum of the recruitment process, preventing unnecessary delays and allowing recruiters to make prompt and evidence-based hiring decisions. With automated reminders in place, recruiters can ensure that interviewers are regularly prompted to provide their feedback, leading to a more efficient and timely evaluation of candidates. A lot of ATS have this feature of reminding interviewers to fill in interview feedback form

The Importance of Interviewer Feedback

Before delving into the pain points, it’s essential to understand the importance of giving feedback after interviews. Here are a few reasons:

• Candidate Evaluation: The interviewer feedback form provides valuable insights into a candidate’s performance, skills, and cultural fit, aiding recruiters in making informed hiring decisions.
• Collaboration: Feedback from multiple interviewers facilitates collaboration among the hiring team, ensuring a well-rounded assessment and reducing individual biases.
• Candidate Experience: Timely feedback conveys professionalism, respects candidates’ time, and contributes to a positive candidate experience, enhancing your employer brand.

Challenges in Collecting Feedback from Interviewers

Let’s explore the challenges that recruiters often face when collecting interview feedback from interviewers:

• Lack of Timeliness: Receiving prompt feedback from interviewers is a persistent challenge. Interviewers have their own responsibilities, making it difficult to prioritize timely feedback submissions, resulting in prolonged hiring cycles.
• Inconsistency: Interviewer feedback may vary in quality, consistency, and relevance due to subjective assessments, differing interview techniques, or unclear evaluation criteria. This inconsistency hampers fair and accurate candidate evaluations.
• Manual Processes: Traditional interview feedback collection methods involving manual documentation, spreadsheets, or email exchanges are not only time-consuming but also prone to errors, data loss, and miscommunication.

The Impact of delayed interview feedback on Recruitment

The pain points discussed above can have a detrimental impact on the recruitment process:

• Delayed Decision-Making: Without timely feedback, recruiters struggle to make informed hiring decisions promptly, leading to extended recruitment cycles and the potential loss of good candidates.
• Inaccurate Candidate Assessment: Inconsistent or inadequate interview feedback can result in inaccurate candidate assessments, hindering recruiters from identifying the best candidates for the job.

Collecting interview feedback from interviewers remains a significant challenges for recruiters, impacting recruitment timelines and candidate experience. However, by addressing the challenges through standardised interview assessment  criteria, leveraging technology solutions and AI tools, recruiters can overcome these pain points and streamline the feedback collection process. Adopting these strategies will not only learn how to increase recruitment efficiency but also contribute to a positive candidate experience and successful hiring outcomes.

FAQs

Why Is It Critical to Collect Interview Feedback Promptly?

Prompt collection of interview feedback is essential because it enables timely decision-making, prevents delays in the hiring process, and maintains a positive candidate experience. When feedback is gathered quickly, recruiters can make informed choices, keep candidates engaged, and avoid losing top talent to slower processes.

What Are the Main Issues with Gathering Interview Feedback?

The main issues with collecting interview feedback include delays in submission, inconsistent feedback quality, and outdated manual processes. These problems can extend the hiring cycle, result in unfair evaluations, and lead to inefficiencies in the recruitment process.

How Can Technology Enhance the Feedback Collection Process?

Technology can significantly enhance feedback collection by providing tools for real-time feedback entry, automating reminders, and using AI to assist with note-taking and feedback generation. These innovations help ensure feedback is collected quickly and accurately, reducing administrative burdens and improving overall efficiency.

What Are the Consequences of Delayed Interview Feedback?

Delayed interview feedback can lead to longer hiring cycles, missed opportunities with high-quality candidates, and less accurate candidate assessments. These delays can also impact the candidate’s perception of the company and hinder the recruitment process.

One of the main problems with interview feedback is that it takes a lot of time. In addition, feedback also depends on the interviewer’s view, which means there is a huge chance of bias entering the process. So, what if there was a way that would increase the speed of the feedback and ensure that the quality of the feedback does not drop?

This is where we bring our Artificial Intelligence interview assistant, BarRaiser, to you. With our state-of-the-art tool, companies can now help companies to take their hiring process to the next level. So, how does BarRaiser help improve the organization’s feedback mechanism?

Before improving the interview’s feedback part, we must focus on improving the interview. This is where BarRaiser helps out massively. First, we have our Ai interview copilot, which helps the recruiter in setting up the interview questionnaire. The interviewer has to simply put in instructions, and within seconds, the interview assistant will make a structured interview format questionnaire. Why use a structured interview format, one may ask? This is because it allows every candidate to be measured using the same metric, eliminating bias from the recruitment process.

During the interview, the AI bot checks on both the interviewer and the candidate by recording and transcribing the information. It also sends an alert to the interviewer if the speed of the interview is slow. In addition, it can also create new questions by going through the candidate’s resume or the context of the interview.

After the interview is finished, the interviewer has to give a rating to the candidates on over 45 metrics. So, for each metric, the interviewer will give a rating. Post this, our tool will go into the transcript of the interview to determine the reasoning behind the rating. This is because we at BarRaiser believe that our tool is an interview assistant that assists the interviewer rather than making the decision on its own.

Using BarRaiser, we guarantee Quality hiring that will bolster Diversity and inclusion. BarRaiser is the best AI Interview platform that features Structured interviews, AI-generated interview notes,  and tools to ensure quality hiring while eliminating recruitment bias. With BarRaiser’s support, you’ll be well-equipped to build a strong team of sales associates who will drive sales and deliver exceptional customer service.