How to Give Interview Feedback Candidates Actually Appreciate

Clear interview feedback doesn’t need to be harsh or over-polished - it needs to be honest. Candidates value direct, actionable insights over vague praise. This guide explains how to deliver feedback that is respectful, useful, and easy to understand, helping candidates improve while strengthening your employer brand.

Let’s Get to the Point

We’re not winning Oscars here. When it comes to interview feedback, clarity matters more than performance.

Over the past few weeks, I’ve spoken with several marketers who made it all the way to final interviews—but didn’t get the role. And while rejection is never easy, what stood out wasn’t just the outcome. It was how the feedback was delivered.

As a recruiter, one of the hardest parts of the job is sharing that news. It’s not something anyone enjoys. But one thing I’ve learned over time is this: being clear and direct is far more helpful than trying to soften the blow with vague or overly polished language.

Because let’s be honest—dragging it out doesn’t make it easier.

The Problem With “Nice” Feedback

There’s a common instinct to cushion rejection with praise. It comes from a good place. No one wants to disappoint someone, especially after they’ve invested time and effort into the process.

But here’s where it goes wrong.

Candidates often hear things like:

“You were incredible, we can’t fault you… but you didn’t get the job.”
“Your skills are second to none… however…”
“We’ll always remember you.”
“You’re outstanding… but…”

At first glance, this sounds kind. Encouraging, even. But in reality, it leaves people confused.

If everything was so great… what actually went wrong?

Why Vague Feedback Creates Frustration

Waiting for an interview outcome is already stressful. When the feedback finally arrives, candidates are looking for one thing: clarity.

When that clarity is missing, it creates more questions than answers:

Was it a skills gap?
Was it experience?
Was it cultural fit?
Was it something they said?

Without specific direction, candidates can’t improve. And that’s where frustration sets in.

Vague praise might feel gentler in the moment, but it doesn’t serve the person receiving it.

What Candidates Actually Want

Here’s the reality: most candidates aren’t expecting perfection—they’re expecting honesty.

They want to know:

Why they didn’t get the role
What they could do differently next time
Where they fell short compared to others

It doesn’t need to be harsh. It just needs to be real.

We’re all adults. Clear feedback isn’t offensive—it’s useful.

How to Deliver Clear, Constructive Feedback

Giving direct feedback doesn’t mean being blunt or insensitive. It’s about being respectful while still being honest.

Here’s a simple way to approach it:

1. Start With Context

Acknowledge the effort and time they invested.

Example:
“Thanks again for going through the process with us—we really appreciated the time and preparation you put in.”

2. Be Clear About the Outcome

Don’t bury the result in long-winded language.

Example:
“Unfortunately, we won’t be progressing with your application.”

3. Explain the Decision

This is the part most people avoid—but it’s the most valuable.

Be specific.

Example:
“We felt another candidate had more hands-on experience with paid media strategy at scale, which was a key requirement for this role.”

4. Offer Actionable Insight

Give them something they can actually use.

Example:
“To strengthen your profile, it would be helpful to gain more exposure to budget ownership and performance reporting at a strategic level.”

5. Keep It Human

Tone matters. You can be direct and still be kind.

The Balance: Honest, Not Harsh

There’s a difference between clarity and bluntness.

You don’t need to list every flaw or overanalyse their performance. Focus on the most relevant factor—the real reason behind the decision.

Think of it this way:

Not helpful: “You weren’t the right fit.”
More helpful: “We were looking for someone with deeper experience in stakeholder management at a senior level.”

One gives closure. The other creates doubt.

Why This Matters More Than Ever

Candidate experience doesn’t end when you send a rejection email.

The way you deliver feedback impacts:

Your employer brand
Future applications from strong candidates
Word-of-mouth reputation in your industry

People remember how they were treated—especially when things didn’t go their way.

Clear, thoughtful feedback shows respect. And that goes a long way.

Kindness Doesn’t Need to Be Theatrical

There’s a misconception that being kind means softening everything.

It doesn’t.

Kindness is about respect. And respect means being honest enough to give someone clarity.

You don’t need to overcomplicate it. You don’t need to dress it up.

Just tell them the truth, explain the decision, and give them something they can take forward.

That’s what actually helps.

Frequently Asked Questions

What is the best way to reject a candidate after an interview?

The best approach is to be clear, respectful, and specific. Share the outcome directly, explain the reason, and provide actionable feedback where possible.

Why is honest feedback important in recruitment?

Honest feedback helps candidates improve, reduces confusion, and strengthens your reputation as a transparent and respectful employer.

Should interview feedback always include areas for improvement?

Where possible, yes. Even one clear takeaway can provide value and help candidates grow.

Is it okay to soften negative feedback?

Tone should be thoughtful, but the message should remain clear. Avoid vague language that hides the real reason behind the decision.

Contact Lucy

Are you looking for your new chapter, new start or new talent? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

📞 +61 416 153 144

𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭
𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕
𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities, follow New Chapter Talent on LinkedIn.

LUCY BOLAN

Director | Principal Marketing & Sales Recruitment Consultant

Founder and Director of New Chapter Talent, with 20 years of experience working in recruitment across the UK, New Zealand and Australian markets – with a strong focus on marketing, and now sales.

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By Lucy Bolan • June 23, 2026

The Short Answer Most senior candidates can confidently talk about their successes. Growing revenue. Building brands. Leading teams. Delivering commercial results. But one of the questions that consistently catches people off guard is this: "Can you tell me about a time you failed?" The truth is, hiring managers aren't looking for perfection. They're looking for resilience, accountability and the ability to learn when things don't go to plan. Why Talking About Failure Matters in Executive Interviews Recently, I was supporting a Chief Marketing Officer through a series of final-stage interviews. They had all the credentials. Commercial growth. High-performing teams. Complex stakeholder management. Transformational leadership experience. Yet after making it down to the final two candidates several times, they kept missing out. The challenge wasn't talking about success. It was talking about failure. For many senior professionals, that's completely understandable. Years are spent building a track record of achievement, so it can feel counterintuitive to highlight setbacks. But experienced hiring managers know that careers are rarely linear. The campaigns that didn't land. The strategy that missed the mark. The hire that wasn't the right fit. The project that faced unexpected obstacles. These moments often reveal far more about a leader than a list of accomplishments ever could. What Hiring Managers Really Want to Know When interviewers ask about failure, they are usually assessing four key qualities: 1. Self-Awareness Can you objectively recognise when something didn't work? Strong leaders understand their role in both successes and setbacks. 2. Accountability Do you take ownership, or do you place blame elsewhere? The best candidates accept responsibility while demonstrating professionalism. 3. Problem Solving How did you respond once you realised there was an issue? Hiring managers want evidence of decisive action and commercial thinking. 4. Resilience Can you recover, adapt and move forward? The ability to navigate challenges is a critical leadership skill. How to Structure Your Answer A simple framework can help you deliver a clear and memorable response. Situation Briefly explain the context. Challenge What went wrong, and why was it significant? Action What did you do to address the problem? Learning What did you take away from the experience, and how has it influenced your leadership since? The focus should never be on the failure itself. It's about demonstrating growth. Examples of Professional Setbacks You Could Discuss Not every failure needs to be dramatic. Some of the strongest interview answers come from everyday leadership challenges, such as: A marketing campaign that underperformed. A strategic initiative that didn't achieve expected outcomes. A difficult stakeholder relationship. Hiring someone who ultimately wasn't the right fit. Managing organisational change that faced resistance. Missing a commercial target and adapting the approach. Authenticity matters more than trying to find the "perfect" example. Prepare Before Your Next Interview If you have an interview coming up, spend a few minutes reflecting on your career. Take out a pen and paper and write down three examples of setbacks or failures that have shaped your professional development. For each one, ask yourself: How did I recognise the issue? What action did I take? What did I learn? How did I improve because of it? These are the stories that often create the strongest connection with hiring managers. Failure Doesn't Define Your Career A successful career isn't built by avoiding failure. It's built by learning from it. The most effective leaders are rarely those who have never experienced setbacks. They are the ones who can reflect, adapt and lead with greater insight because of them. When an interviewer asks about failure, they aren't trying to catch you out. They're trying to understand how you'll perform when it matters most. And often, that's exactly what sets exceptional candidates apart. Frequently Asked Questions What is the best way to answer an interview question about failure? Use a structured approach that explains the situation, your actions, what you learned and how you applied those lessons moving forward. Should I admit to a real failure in an interview? Yes. Authenticity is important. Choose an example that demonstrates accountability, resilience and professional growth. What do hiring managers look for when discussing failure? Most employers want to see self-awareness, problem-solving ability, resilience and the capacity to learn from setbacks. Can talking about failure help you get hired? Absolutely. A thoughtful answer can showcase leadership qualities that achievements alone may not reveal.

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By Lucy Bolan • June 8, 2026

There are plenty of things you can control in your career, and plenty you can't. You can't control restructures. You can't control budget cuts. You can't control when a business decides to change direction. What you can control is your network. After more than 20 years working in marketing and sales recruitment, I've lost count of the number of conversations that have started with, "I wasn't actively looking, but someone I met a few months ago suggested I give you a call." The best opportunities rarely arrive completely out of the blue. More often, they're built through relationships that have been quietly growing over time. That's why I'm always encouraging marketers to get out from behind the screen and into the room. Not because networking is about collecting business cards or awkward small talk. It's because the best careers are often shaped by conversations you weren't expecting to have. The strongest marketing careers are built in communities, not isolation One thing I've noticed over the years is that the marketers who stay resilient through changing markets aren't necessarily the loudest or the most connected on LinkedIn. They're the people who stay curious. They keep learning. They ask questions. They make time to hear how other businesses are tackling similar challenges. They build genuine relationships with people across different industries and stages of their careers. As a recruiter, that matters. When I'm working with clients, I'm not just matching skills to a job description. I'm thinking about people who are engaged with the industry, invested in their own growth and genuinely interested in what's happening around them. At New Chapter Talent, we've built our business around that philosophy. Yes, we recruit marketing and sales professionals across Australia and New Zealand, but the work has never been just about filling roles. It's about understanding people, teams and cultures. It's about long-term careers and long-term partnerships. I've always believed the industry is stronger when we create spaces for people to learn from one another. The market is changing, and conversations matter more than ever The marketing landscape doesn't stand still. AI is changing workflows. Data expectations continue to grow. Leadership roles are evolving. Commercial acumen is becoming just as important as creative thinking. It can feel overwhelming if you're trying to navigate all of that on your own. One of the easiest ways to stay ahead is to spend time with people who are having these conversations every day. You don't need to attend every conference or every breakfast event. You don't need to know everyone in the room. You just need to show up. Ask a question. Introduce yourself to someone you've been following online. Catch up with an old colleague. You never know where those conversations might lead. A few events I'd have in my diary this month If you're looking to build your network or sharpen your thinking, some fantastic events are happening around the country this month. Melbourne IAB Australia Affiliate & Partnership Marketing Summit Thu 11 June | 4pm–6pm | PwC Melbourne, Southbank Industry insights, partnership trends and plenty of opportunities to connect with peers. IAB Australia AdTech & Ops Summit Wed 17 June | 12:30pm–6pm | PwC Melbourne, Southbank A great event for marketers working across digital, product, commercial and technical functions. New Chapter Marketing Collective Club Lunch Thursday - 18th June - 12-2pm I'm looking forward to sitting down with Emma Graham for a live conversation about what it really takes to stay clear, confident and adaptable in a shifting market. We'll be talking honestly about future-proofing your marketing career and what's changing across the industry. Victorian Women's Lunch 2026 Friday, 12th June 2026 12:00 pm to 2:30 pm AEST | ZINC at Federation Square An opportunity to hear from impressive leaders and join broader conversations about leadership and business. Salesforce Agentforce World Tour Melbourne Wednesday, 17 June, 2026 | MCEC Melbourne Ideal for marketers wanting to understand where technology, customer experience and AI are heading. Tasmania Tomorrow Conference 2026 15-16 June 2026 | Launceston One of Tasmania's standout marketing events, bringing together professionals from B2B, B2C and not-for-profit sectors who are pushing their industries forward. Sydney IAB Australia AdTech & Ops Summit Dates throughout June/July | Sydney The Sydney edition is also on the calendar, so it's worth keeping an eye on upcoming dates if you're based interstate. Online Digital Analytics for Marketers May 12, 8:00 am - June 16, 5:00 pm If you've been wanting to strengthen your understanding of metrics, attribution and analytics, this is a practical way to build those skills. You don't have to be job hunting to build your network One of the biggest misconceptions I come across is that people only need a recruiter when they're looking for a new role. I don't see it that way. Some of the best relationships I've built with candidates have started years before they made a move. We stay in touch, talk about what's happening in the market and sometimes simply exchange ideas. The same goes for clients. The strongest partnerships come from understanding a business over time, not from a rushed conversation when a vacancy lands on my desk. A career is a long game. The people you meet today might become future colleagues, mentors, clients, hiring managers or trusted advisers. That's why I'd always encourage you to make room for these conversations, even when life gets busy. Final thoughts If you're a marketer looking to broaden your network this month, fill your boots. Go to the event. Reach out to someone you've been meaning to catch up with. Start the conversation. You don't need to leave with a new job or a new client to make it worthwhile. Sometimes one good conversation is enough to change the direction of your career. And if you'd like to chat about the marketing and sales market, your team, or your own next chapter, I'd love to hear from you. That's always been my favourite part of this job.

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