Providing constructive feedback is one of the most impactful and meaningful ways recruiters can elevate the candidate experience.
However, feedback must be shared responsibly. Sharing the wrong set of information can damage client relationships and compromise confidentiality.
Best practices
1. Summarize feedback into clear, distinctive themes
- Translate internal notes and insights into high-level, neutral dimensions
- Deliver feedback in your own professional voice rather than repeating internal phrasing
- Include practical, tactical next steps that help the candidate improve for future opportunities
2. Remove all confidential or identifying details
- Exclude interviewer names, scoring, rubrics, or anything tied to internal evaluations
- Erase all deliberation notes, internal disagreements, or decision-making rationale
- Ensure what remains is appropriate and respectful
3. When in doubt, validate with hiring managers when
- Confirm with HMs if feedback seems sensitive, unusually detailed, or ambiguous
- Align with the HM and talent partner on what level of detail should be shared and what should remain internal
- Err on the side of caution and share high level ideas rather than specifics.
What to avoid
1. Never share internal feedback verbatim
- Under no circumstances should you copy/paste, forwarding, screenshots, or verbatim recitations of client notes
- Avoid any language pulled directly from internal systems or ATS comments
- If feedback wasn’t explicitly written for the candidate, do not share it as-is
2. Avoid sensitive or speculative content
- Do not relay personal opinions, emotional phrasing, or internal disagreements
- Do not provide speculation about future roles, strategic decisions, or hiring dynamics.
Always prioritize confidentiality and professionalism over completeness. Any violation of these guidelines will result in immediate and permanent removal from the Paraform platform.
For any questions or clarifications, please contact team@paraform.com
