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Candidate Feedback Form Template

A candidate feedback form captures each interviewer's structured assessment of a candidate after an interview, so a hiring team can make a shared, evidence-based decision. Use it to record strengths, concerns, competency ratings, and a clear recommendation. This free template gives you consistent fields every interviewer completes, making candidates easy to compare and decisions easy to defend.

Reach for a feedback form after every interview to turn each interviewer's impression into a written record the whole panel can review. Unlike quick hallway comments, a shared form makes everyone answer the same questions - what impressed them, what worried them, and whether they would hire - which makes the group decision faster and fairer.

01 Copy & adapt — replace every [placeholder]

Interview summary

Candidate: [CANDIDATE NAME]

Position: [JOB TITLE]

Interviewer & role: [YOUR NAME], [YOUR JOB TITLE]

Interview type: [SCREEN / PANEL / TECHNICAL / CULTURE / FINAL]

Date & duration: [DATE], [MINUTES]

What stood out (strengths)

Top strength: [SPECIFIC EXAMPLE OR ANSWER THAT IMPRESSED YOU]

Relevant experience: [WHERE THEIR BACKGROUND MATCHES THE ROLE]

Standout moment: [A CONCRETE THING THEY SAID OR DEMONSTRATED]

Concerns & gaps

Main concern: [THE BIGGEST RISK OR GAP YOU SAW]

Skills to verify later: [WHAT ANOTHER ROUND SHOULD PROBE]

Anything unclear: [QUESTIONS THE CANDIDATE DID NOT FULLY ANSWER]

Competency ratings (1-5)

Technical / role skills: [1-5]

Communication: [1-5]

Problem solving: [1-5]

Team & values fit: [1-5]

Overall: [1-5]

Recommendation

Would you hire this person for this role? [YES / NO / MAYBE]

Confidence in your assessment: [HIGH / MEDIUM / LOW]

Recommended decision: [ADVANCE / REJECT / HOLD FOR ANOTHER ROLE]

Notes for the next interviewer: [WHAT TO FOCUS ON NEXT]

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02 In practice

How to use this template

  1. Open the same feedback form for every interviewer on the panel before the interviews begin.
  2. Ask each interviewer to complete it within an hour of their session, while details are fresh.
  3. Require a concrete example for every strength and concern - not just adjectives like smart or nice.
  4. Collect all forms before the debrief so opinions are recorded independently.
  5. In the debrief, read the recommendations first, then dig into any disagreements between interviewers.
  6. Store completed forms with the candidate record so decisions are documented if questioned later.

Tips

Ban one-word feedback: great communicator means nothing without the example that proves it. Separate can they do the job from do I like them - the second is where bias hides. Use the same fields for every candidate so the panel compares like with like. Capture what the next interviewer should probe so each round builds on the last instead of repeating it. Keep forms factual and professional - candidates can sometimes request their data, and you may reuse notes to give useful feedback.

Turn templates into a real hiring workflow

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FAQ

Candidate Feedback Form Template — FAQs

What should a candidate feedback form include?
At minimum: interview details, specific strengths with evidence, concerns or gaps, competency ratings on a fixed scale, and a clear hire or no-hire recommendation. The evidence and recommendation fields matter most - they turn a vague impression into a decision the whole panel can review.
How is a feedback form different from a scorecard?
A scorecard is mostly numeric ratings against a rubric; a feedback form adds the narrative - what impressed you, what worried you, and what the next round should check. Many teams use both: the scorecard for comparable scores, the form for the context behind them.
Who should fill out the feedback form?
Every person who interviewed the candidate, independently, before the group debrief. Independent write-ups prevent anchoring and surface disagreement early, which is exactly the signal a hiring manager needs to make a confident final call.
Should we share interview feedback with candidates?
You can share high-level, respectful feedback to improve the candidate experience, but keep it specific and job-related. Write every form as if the candidate might read it - factual, professional, and free of personal or discriminatory comments.
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