Interview Feedback Form
An interview feedback form for interviewers to record evidence-based ratings, strengths, concerns, and a clear hire recommendation right after each interview.
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What you get
- A quick post-interview form capturing ratings and evidence
- Strengths, concerns, and follow-up prompts
- A clear hire / no-hire recommendation field
- A consistent record for fair, bias-aware debriefs
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
Interview details
- Candidate name
- Role
- Interviewer
- Stage
Competency ratings
| Competency assessed | Rating (1-4) | Evidence / example |
|---|---|---|
Qualitative feedback
- Key strengths observed
- Concerns or gaps
- Questions for the next round to explore
Recommendation
- Strong hire — advance with confidence
- Hire — advance
- No hire — do not advance
- Strong no hire — clear miss on key criteria
Submit feedback before the debrief and before reading colleagues' notes. Independent, evidence-based feedback is what keeps a panel decision fair.
The preview stops here; the template continues in the download.
How to use this template
- Fill it in immediately. Complete the form right after the interview while details are fresh.
- Back ratings with evidence. Note a specific example for each rating rather than a general impression.
- Commit to a recommendation. Give a clear hire or no-hire call, not a vague 'maybe'.
- Submit before the debrief. Send your feedback before discussing the candidate with others to avoid anchoring.
Frequently asked questions
When should interviewers complete the feedback form?
Immediately after the interview, before discussing the candidate with anyone. Fresh, independent feedback is more accurate and protects the panel from anchoring on the first or loudest opinion.
What makes interview feedback useful?
Specific evidence. A rating tied to a concrete example the candidate gave is far more useful in a debrief than a general impression like 'seemed sharp' or 'good vibe'.
How do we avoid bias in feedback?
Rate only job-relevant competencies, require evidence for each rating, and avoid vague 'culture fit' language. Name the specific value or behaviour and the moment it showed up.