How to provide interview feedback

http://krishnabaidya2010testing.blogspot.com/2010/11/samples-how-to-provide-interview.html
4. Weak area - Did not get satisfactorily answers on Test Planning, Estimation, Task identification and Scheduling stuff.

3. He answers to the point and clearly says where he does not know.
Has average knowledge on different kind of testing
Has good understanding of Bug Reporting and Bug Life cycle
Has average knowledge on Status Reporting
Poor knowledge on SQL Query
Has average knowledge on QTP automation
Weak points:
SQL exposure very minimal.
Did not get any chance to work on Automation. Explored QTP on his own interest.

Soft Skill:
Communication - ok. The candidate seems to be very energetic and worked in a close knit project group (dev and QE) in a start up company. Also seemed to be eager to learn new things.

Conclusion: I felt the candidate can be moulded and would be flexible and eager to acquire new skills as the project demands as he is in early in his career.}
Does not have much awareness on Test Planning, Test data creation but mentioned in his resume
Observed that many things were mentioned in the resume but he does not have exposure and awareness e.g Test Planning, Test Data Creation, Performance testing, QTP etc
https://www.applicantstack.com/blog/2011/manager-feedback-and-interview-evaluations

http://www.recruitingblogs.com/profiles/blogs/interview-feedback

http://keepinghrsimple.co.uk/services/recruitment/giving-feedback/

1. Keep good interview notes that you can refer back to when giving feedback.  It will make the candidate feel as though you’ve taken them and their interview seriously.
2. Be honest. If they haven’t got the right experience or skills you need, you can tell them so.
3. Tell them something useful. If they lack experience in a certain area or if they could take another qualification to improve their skill set, they’re never going to know if you don’t tell them.  They’ll probably be really grateful for the additional information.
4. Back up your comment with relevant examples from their interview.  If they didn’t give a particularly good answer to an important question, constructively tell them how they could have improved upon it.  This is where your interview notes come in.
5. Don’t make false promises. If it’s a “no for now” then it’s fine to say you’ll keep their CV on file and get in touch if anything suitable comes up. If it’s an outright “no” then don’t promise to keep in touch with them, otherwise it’s wasting their time and yours.
6. Make sure you say thank you. Not enough companies recognise that jobseekers might have to take time off (and maybe even make excuses to their current employers), and fork out for travel expenses to get to your offices. The least you can do is thank them for their time.
7. Acknowledge their interest in your company. A simple acknowledgement from you that they’ve taken time to visit your website and read up about your products and services can go a long way. Who knows, next time someone wants a recommendation for your product or service, your unsuccessful jobseeker may just remember you favorably

Interview Feedback Guidance

·      Make clear the extent to which the applicant demonstrated an ability to match each competency

·      Suggest ways in which the applicant could learn new skills, develop particular knowledge or learn to adopt different behaviours and attitudes (where appropriate)

Feedback should be:

·      Descriptive rather than evaluative – describe what the applicant said or did and the impact that had on you or others, but do not make judgements

·      Specific rather than general – provide concrete examples

·      Focus on behaviour which the applicant can do something about – the purpose of feedback is to learn, so suggest practical ways to rectify any shortcomings

·      Well timed – feedback should be given as soon as possible after receiving a request from an applicant

·      Clearly and quickly stated – get to the point without being brutal. Avoid beating around the bush or getting bogged down in self-justification. Ensure the applicant understands the feedback by asking them questions and summarising

·      Sufficient and appropriate – ensure that your feedback is helpful to applicants

·      Sensitively delivered – identify strengths and weaknesses, giving equal time to each.  Make difficult messages easier to receive by alternating them with the positive points

http://www.theguardian.com/careers/candidates-constructive-feedback-questions-answers