Structured Interview Feedback Template for HR teams and hiring managers who want a fair, actionable summary after every interview. This template guides interviewers to record clear strengths, concerns, and evidence, compare candidates consistently, and decide next steps without bias.
What's inside
A candidate feedback section with strengths, areas for improvement, and red flags tied to interview evidence.
An evidence table that records the specific observations and ratings for key criteria.
A dedicated interviewer observations area to capture multiple perspectives with attribution.
A decision and recommendation section that ties observations to next steps.
Follow-up actions to ensure timely progress and accurate ATS updates.
A privacy and compliance reminder to protect candidate data.
How to use this template
After each interview, open a new entry for the candidate and complete the sections while memories are fresh.
In Candidate Feedback, list concrete strengths, improvement areas, and any red flags with brief examples.
Fill the Feedback Table with at least one real data row and up to two placeholders for quick comparison across candidates.
In Interviewer Observations, attribute notes to each interviewer and keep statements objective and example-driven.
In Decision & Follow-up, set a clear decision and outline the next steps and owners.
Save the document in your ATS or shared workspace and share with the hiring team as appropriate.
Why it works
Consistency: a shared structure makes cross-candidate comparisons straightforward.
Clarity: evidence-based notes help reduce ambiguity and bias.
Actionability: explicit follow-up actions shorten the time to offer or to decline.
FAQ
How does this reduce bias? By anchoring judgments to specific examples and a standardized rubric rather than impression.
Can this be used for all roles? Yes, you can tailor the criteria and ratings to fit job level and domain.
Is it ATS-friendly? Yes, designed to map cleanly to typical ATS fields and hiring dashboards.