The Interview is Not Over Yet: Why Prompt, Clear Feedback Matters
The interview went well. The candidate was engaged, enthusiastic, and left the meeting with a good impression of your practice. But then… nothing.
No update. No feedback. No clarity on next steps.
From an employer’s perspective, it’s easy to underestimate how critical this post-interview phase is. But from the candidate’s side, it can be the moment that defines their view of your organisation, for better or worse.
I’ve spoken to high-quality architecture and design professionals who have been excited about a role, until poor communication from a potential employer causes hesitation or even puts them off entirely.
The Power of Promptness
In a competitive market, candidates often have more than one opportunity on the table. When feedback is delayed, it sends a message, intentionally or not, that they aren’t a priority.
Fast feedback doesn’t just reflect well on your business, it helps you secure the best people.
Detail Makes the Difference
A simple “we felt another candidate was a better fit” doesn’t give much value. Thoughtful, constructive feedback does. It helps recruiters relay clear messages back to candidates, showing that their time and effort was respected.
Importantly, the way feedback is delivered can shape how a candidate views your practice long-term. Even if the timing or role isn’t right now, positive, detailed communication leaves the door open and they’re far more likely to apply again in the future, or to recommend your studio to peers.
Better Hires Through Better Dialogue
When feedback flows both ways, the process can be fine-tuned in real time. Was a certain quality missing across multiple interviews? Were expectations misaligned? Honest communication between client and recruiter helps make every round more productive than the last.
A Stronger Employer Brand
People talk. Whether it’s at networking events, university crits, or on LinkedIn, design professionals share their experiences. A well-run, respectful hiring process enhances your reputation, not just among current candidates, but across the whole talent pool.
What I Recommend
- Give initial feedback within 24 – 48 hours, even if a final decision takes longer.
- Be as specific as possible – what went well, what raised questions, and why.
- Keep the tone constructive – especially for candidates you may want to engage with in the future.
- Use your recruiter as a filter – we can package your feedback professionally and handle follow-ups, so you don’t have to.
A smooth, communicative process doesn’t just help candidates. It keeps top talent engaged throughout, reduces the risk of losing them to competitors, and strengthens your reputation as a professional, respectful employer. That reputation lingers long after the interview, and it can be the deciding factor in whether the best people say yes when the offer comes.
Stewart Howl
020 7993 6980
