We all want feedback from the candidate in an attempt to ascertain how they did during the interview, but from what I’ve seen in my twenty years of recruiting most candidates have an inability to truly separate how they feel about the job opportunity (interest level) from how they did on the interview (performance). So they are the wrong person to ask how they performed.

Let’s face it almost every candidate walks away from an interview interested in the job and wants to communicate that interest to you. However, as the recruiter your job is to get the facts (who they spoke with, what they discussed, etc.), then clarify their level of interest and understand the root causes and needs for their continued interest. Then and only then are you in a position to ask the client how the candidate did and if the interest is mutual.

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