The Power of Feedback in Interviews: A Win-Win for Candidates & Clients
Posted on July 2025 By Stopgap Australia
โIn todayโs competitive job market, feedback during the hiring process is often the missing link.
Whether youโre a candidate wondering why you didnโt land the role or a hiring manager looking to refine your recruitment process, feedback has the power to create clarity, build confidence, and strengthen professional relationships.
Too often, interviews come and go without any constructive follow-up. Candidates are left guessing, and clients miss the opportunity to leave a positive, lasting impression, even with those they don't hire.
But when feedback is shared thoughtfully and consistently, it can transform the hiring experience for everyone involved.
Why Feedback Matters More Than Ever
In Australia, job vacancies remain high in many sectors, but competition for top roles is also fierce. A 2025 labour market snapshot shows over 339,000 roles unfilled nationally, yet the average job ad receives hundreds of applicants. That means many qualified candidates are walking away without any idea why they werenโt chosen.
Feedback is a simple, human gesture, but one that can create an enormous impact. Itโs not just about softening rejection. Itโs about helping people grow, make better decisions, and build trust.
For Candidates: Feedback = Insight + Direction
1. Ask for Feedback, Regardless of the Outcome
It can be hard to ask for feedback, especially for a role youโre excited about. But showing openness to feedback, regardless of the outcome, demonstrates maturity, professionalism, and a willingness to grow.
Even a short comment like โWe were looking for more stakeholder experienceโ or โYou interviewed well but lacked detail in your examplesโ can offer valuable insight into how you can strengthen your approach for future opportunities.
2. Use Feedback to Refine, Not Retreat
Constructive feedback isnโt criticism, itโs clarity. If youโre told to work on your confidence, for example, that doesnโt mean youโre not capable. It might mean adjusting your delivery style, preparing clearer examples, or simply practicing more.
3. Look for Patterns
If multiple interviewers mention similar themes (like being too brief, not giving metrics, or lacking structure), itโs worth taking note. Keep a simple log of comments you receive and reflect on them between interviews.
Small shifts can make a big difference.
4. Action = Progress
The best candidates use feedback to take action. That might mean refining your CV, updating your LinkedIn, rehearsing answers with a recruiter, or building confidence in how you communicate your value.
Growth doesnโt always happen instantly, but it happens when you respond, reflect, and keep moving forward.
As Larisa, our Principal Consultant at Stopgap, puts it:
โSometimes, itโs just that one piece of insight that helps someone refine their approach and move forward with confidence.โ
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For Hiring Managers & Employers: Feedback = Brand + Better Hiring
1. Feedback Shapes Perception
Candidates remember how they were treated. A lack of communication or vague rejection can leave them confused or disengaged, not just from the role, but from your brand altogether.
On the other hand, thoughtful feedback, even a couple of lines, can leave a positive impression and position your business as professional, respectful, and people-focused.
2. Build a Stronger Talent Pool
Providing feedback to candidates, even if theyโre not the right fit now, gives them the chance to improve and potentially reapply later.
Some of the best hires come from people who didnโt land the role the first time, but grew from feedback and came back stronger.
3. Reduce Ghosting and Increase Trust
We know itโs not always possible to give detailed feedback to every applicant. But if someoneโs made it to the interview stage, they deserve some kind of closure.
Even a brief message acknowledging their time and offering one constructive point can close the loop and prevent frustration.
4. Improve Internal Consistency
Giving feedback isnโt just for candidates; it also helps refine your hiring process. When interviewers discuss and document why certain candidates were or werenโt chosen, it creates more consistency and reduces bias.
It encourages teams to focus on skills, behaviours, and role alignment, not just gut feel.
5. Embrace Feedback From Candidates and Strengthen Your Culture
Interview feedback shouldnโt just flow one way. Clients should be receptive to candidates providing feedback on their interview experience and style. When candidates feel safe to share their thoughts, whether it's about the clarity of questions, the structure of the process, or how inclusive the experience felt, it opens the door for valuable reflection.
Being open to this kind of feedback shows that your business values communication, mutual respect, and continuous improvement. In turn, this reinforces a culture of transparency, adaptability, and trust, qualities that attract top-tier talent and enhance your reputation as an employer of choice.
Fast Facts That Support the Case for Feedback
72% of candidates say they would share a bad interview experience with others.
43% of job seekers in Australia never hear back after applying or interviewing.
94% say receiving feedback improves their perception of the employer, even after rejection.
(Sources: SEEK, Jobs & Skills Australia, Candidate Experience Research Reports)
Tips for Delivering Great Feedback
For Hiring Managers:
Be timely: Feedback is most effective within a few days of the interview.
Be specific:Vague comments like "not the right fit" arenโt helpful. Mention one or two key areas the candidate could improve on.
Be respectful:Frame feedback constructively. Focus on behaviours or examples, not personal traits.
Keep the door open: If youโd consider the candidate for future roles, say so.
For Candidates:
Ask politely: A short, gracious follow-up note is all it takes.
Donโt defend, just listen: Itโs natural to want to explain, but feedback is most useful when received openly.
Act on it: Turn insights into improvements. Thatโs where the value lies.
Feedback Fosters Growth, For Everyone
Whether youโre new to the job market or have 15 years of experience, feedback offers one of the most powerful ways to keep growing.
For clients, it shows leadership, care, and commitment to better hiring.
For candidates, it unlocks clarity, builds resilience, and strengthens your career journey.
Final Thought: Let's Build Better Experiences
At Stopgap, we see the power of feedback every day, helping candidates land the right role and helping clients build stronger teams.
It doesn't take much. A sentence. A quick email. A moment of reflection. But that small act can have a lasting impact.
Want to talk more about how to give (or receive) better feedback during the interview process?
Reach out to the team at people@stopgap.com.au
