Providing negative feedback is often necessary, but it should be delivered constructively. Negative feedback allows candidates to improve. Frame it in a way that can help them move forward, like: “Your responses were solid, but didn’t share your complete thought processes. In future interviews, try to expand on your thought process to showcase your problem-solving skills.

I was approached by a recruiter about my interest in the position. I then had a 30 minute screening call with the recruiter. I then met with a director for an hour interview. I felt that the interview went well but did not hear back from the interviewer for 2 weeks. I heard back fro the recruiter and was scheduled for a 30 minute interview in 2 weeks with another director and a member of the team. The director did not show up to the interview. The interview went well and the member of the team asked if I would be available for another longer interview. I said that I was interested and was told I would receive an email to confirm the time. A week passed and I reached back out to the recruiter, who followed up in a separate email that I was no longer in consideration. The lengthy process and lack of communication made this a negative interview experience.