Constructive feedback after an interview is always a good thing. Most companies won’t provide it, however, for a number of reasons: too busy, can’t put their finger on it, didn’t like the personality, didn’t have the right background, sloppy dresser, poor grammar, negative attitude, and the list goes on. That’s on the company side. What about the candidate? Is there anything you can do to increase your chances of finding out?
If you’ve made to the point of a face to face interview, I think it is absolutely fair to say at the end of the interview, ‘I am really excited about this position and think I would be a good fit, but I understand you need to do what’s in the best interest of your company as well. If I’m not chosen for this position, do you feel comfortable sharing with me why I wasn’t chosen?’ Or something along those lines.
Hiring managers are looking for appropriate skill sets, of course, but they are also looking for that connection. Candidates can help foster this by being open in their communication and asking for feedback. The above statements shows the candidate is putting the company first and most hiring managers will love to see that attitude! It goes along way when the hiring manager is looking for a team player, or someone who can grow with the company. Take advantage of the opportunity and ask for the position, as well as feedback!
Candidates are always (or should be!) prepared with a list of questions. Any hiring manager, or HR Manager, can pretty much guess what those questions are. This is your opportunity to be different and stand out from the crowd. You are already one step up having the interview. Let the hiring manager know you’re interested and open to feedback. Follow up after the interview with a thank you and the request again. Stand out in that hiring manager’s mind!