Here are some interview feedback examples that show what really happens when candidates meet with hiring managers. Without clear, consistent visibility into these interactions, many recruiting teams worry whether interviews are being handled properly — and with good reason.
Are recruiters showing up prepared? Are they on time? Are they presenting the company the right way? These are the kinds of questions that keep talent acquisition teams awake at night. According to the Talent Board’s candidate experience surveys, the number one complaint from candidates is hiring managers showing disrespect for their time.
At Survale, we collect millions of real-time candidate feedback surveys each year. Because our platform ties feedback to each specific step in the hiring process — including right after interviews — we’ve seen the same patterns that the Talent Board reports.
So here are a few real examples to show how “disrespect” is defined by candidates, and to highlight common post-interview communication and process breakdowns. These aren’t rare cases — even employers with strong candidate satisfaction benchmarks run into these issues.
Interview Feedback Examples
We’ve broken these into three main types: poor communication, process issues, and disrespect. These are the most frequent pain points and reflect areas where candidate experience improvement is possible.
Poor Communication
“I was supposed to have a face-to-face interview, then I got a call saying it would be a phone interview. But no one ever called.”
“The recruiter left me a voicemail. I called back and left one too. I never got an interview.”
“I was told I’d have a follow-up interview. I emailed the interviewer, but never got a reply.”
“I applied multiple times to this company. I never got any updates, and I once received an email saying my interview was complete — even though it never happened.”
Poor communication happens even in companies trying to improve. It’s a daily challenge to make sure emails go out, statuses in the ATS are up to date, and recruiters follow through. Using recruitment communication strategies and real-time feedback can help catch these moments and use them as feedback best practices in training.
Process Problems
“I don’t understand why I’m getting this survey. I haven’t had an interview or any contact.”
“I applied five months ago. The manager kept postponing the interview. Then the system marked me as interviewed — but no one ever spoke with me.”
“I had two short screening interviews, each 30 minutes. The questions were vague. I was rejected, but I don’t think the company even knows whether I was qualified. It didn’t feel like a serious process.”
In several of these cases, candidates were incorrectly marked as having completed interviews when they hadn’t. Others were put through a poor process with no clear interview evaluation methods in place. These examples show how important it is to train managers, improve scheduling, and use transparent hiring processes that reflect what’s actually happening.
Disrespect
“The room was open for interruptions during my interview. People came in, and the interviewer took phone calls during it.”
“The interviewer wasn’t interested. The meeting was supposed to be an hour, but it ended in 20 minutes. The background on the video call wasn’t professional either.”
“The interviewer didn’t seem to know anything about the role. He kept checking the screen to find out what position I was there for. He hadn’t looked at my resume.”
Disrespect like this can ruin your employer reputation. These are clear signs that candidates are being dismissed, not taken seriously, and not given the respect the process requires. Even companies with good candidate NPS scores encounter these issues, which is why constant listening and fast response are essential.
The Bigger Picture
These constructive candidate feedback examples aren’t just isolated cases — they’re from companies that take the candidate experience seriously. These aren’t broken teams. But even the best organizations need to stay focused.
Even when your overall satisfaction is high, issues happen. That’s why enhancing employer reputation is a daily effort, not a one-time project.
If you’re not collecting and reviewing candidate feedback in real time, there’s a good chance you’re missing something — and it might be showing up in places like online reviews or declining engagement.
Better candidate experience surveys, ongoing hiring process evaluation, and well-designed interview feedback templates help spot these gaps and fix them quickly.
FAQs
How to write good interview feedback?
Good feedback should be clear, specific, and respectful. Focus on things the candidate did well and areas for growth. Use interview feedback examples or templates if you’re unsure. Avoid vague or overly critical comments — keep it useful.
What is an example of constructive feedback in an interview?
Here’s a simple one:
“You gave strong answers with real-world examples. I suggest preparing a bit more on technical topics — especially around data tools, since that role relies heavily on them.”
This keeps the tone helpful and gives the candidate direction.
How do you give interview feedback to unsuccessful candidates?
Keep it short and honest. Start by thanking them. Offer one or two points of positive feedback, and if possible, mention a skill gap or concern. Use your candidate feedback tools to send messages quickly and consistently. That keeps the process respectful.
How do you write a remark after an interview?
You might say something like:
“The candidate was well-prepared and communicated clearly. Their experience aligns well with the role, though they may need more time in leadership settings. Worth considering for future roles.”
Use your ATS or candidate feedback surveys to store and review these notes later.
