If you ask a person who just had an interview, “How did it go?”, you’ll likely receive one of three answers:
- I nailed it!
- I think I did okay.
- That was brutal!
Regardless of the response, the individual really doesn’t know how the interview went, even if offered the position. That’s a problem if the candidate really wants to improve. So what should be done!
As someone who has conducted a fair share of interviews, I always provided the candidate, whether successful or not the opportunity to book an appointment with me and go over the interview. It didn’t matter whether the candidate was internal or external, the invitation was extended. This might be difficult to fathom given we live in a supposedly “cutthroat world” but I’m a firm believer that when we have a chance to develop better leaders we need to do it! While advice was typically sought, I always tried to make it more of a coaching conversation and allow the individual to become more reflective on his or her answers and the process overall. By no way did this meeting ensure success the next time around but it did provide a space for the individual to be better prepared and more self aware.
I would like to say that every offer of a review was taken up but that was not the case. I remember one gentleman who was adamant that he didn’t need a follow up meeting because he already knew all of the answers. His arrogance has likely prevented him from ever getting into a leadership position. While time and distance may impact the ability to have a face to face meeting, technology options or the old phone can work as well. If you believe in improving from the interview experience, it is essential that you follow up. But I think the first responsibility falls on the employer to offer the opportunity for feedback.
If you believe that you or someone in your organization is too busy to provide feedback to those being interviewed, you are missing a great opportunity. Not only are you developing another person, but you will have the ability to learn a little more about the candidate. She might not have been the right fit for this position but that half hour you spent with her, told you some things that make her a great fit for another position in the company. Spend some time offering to review the interview.
For those who don’t get the invitation, follow up on your own and see if they are available to meet with you to go over your interview. If offered, prepare to listen to learn and not defend your answers or try and suggest the company made the wrong decision if you didn’t get the job. This is a learning moment…take it!