Personnel Selection: Interview Questions: Feedback

Giving Feedback

Specific

Share an example from your previous position, in which when giving feedback you focused on specific behaviors or actions rather than general comments.
How do you regularly assess job performance against set objectives and benchmarks to pinpoint opportunities for enhancement?
Did you base feedback on observable facts and behaviors, not personal opinions or emotions?
Do you provide clear and specific feedback based on observable behaviors?
Share an example from your previous position, in which you based feedback on observable/observed behaviors or specific instances.

Constructive

How can you help individuals reflect on their experiences and learn from their mistakes?
Do you share past experiences with others as learning opportunities?
Explain how you would enable employees to improve performance by providing feedback.
How would you provide constructive feedback geared towards helping employees grow and develop their skills?
How do you clarify what is expected in terms of performance and behavior?
Give an example of how you delivered feedback in a respectful, supportive manner.
Give an example of how you addressed specific actions or behaviors, rather than making it about the person's character.
How can you improve employees on an ongoing basis through constructive feedback?

Feedback to Improve Performance

How did you foster a sense of accountability in performance?
Explain how you would recognize and reinforce positive behaviors and achievements as positive reinforcement.
How would you recognize strengths and identify areas where improvement is needed?
Describe how you would provide actionable suggestions and support for improvement.
How would you provide feedback to help employees reorient their behaviors to improve performance?
Did you address specific issues and provide constructive advice, feedback, and help individuals improve their performance?

Timely

Do you complete assessment forms in a timely manner?
Do you provide feedback as soon after the event as possible?
How do you provide frequent and effective feedback to subordinates?
Describe how you would provide feedback in a timely manner to help employees understand their strengths and areas for improvement while the events are still fresh in their minds.
Have you adhered to all deadlines in the on-line feedback process?

Balanced

Did you offer both positive and negative feedback to provide a well round assessment of the individual?
Did you begin feedback with what the recipient was doing well to set a positive tone and help them feel valued?
Give an example of how you would acknowledge both strengths and areas for improvement.
How would you provide feedback to others that include both their strengths and weaknesses?
Describe how you would include both positive feedback and areas for improvement.

Objective and Fair

In your previous position, have you invited the recipient to share their perspective and ask questions?
Explain how you would continuously evaluate work performance against established goals and standards to identify areas where improvements could be made.
Do you provide feedback from multiple sources to offer a comprehensive perspective on the employee?
Did you focus constructive criticism on specific behaviors or outcomes rather than personal attributes?
Do you ensure that the feedback is related to the recipient's role and responsibilities?

Receiving Feedback

Seeks Feedback

Do you seek feedback from team members, senior leaders, and external stakeholders?
Explain how you would regularly solicit feedback from others.
How did you proactively seek input from others? Did you ask for their perspectives and suggestions on how you could improve?
How would you actively seek out constructive criticism and praise from colleagues, supervisors, and team members?
Give an example of how you would actively seek feedback from others.
In your previous position, did you seek input from team members, senior leaders, and external stakeholders to harness diverse perspectives and insights?
Describe how you would seek a more comprehensive understanding of you abilities and identify specific areas for improvement.
In your previous position, did you seek feedback from team members, senior leaders, and external stakeholders?
When would you seek feedback to enhance performance?

Welcomes Feedback

Do you welcome feedback from others about your strengths and areas for improvement?
Do you embrace feedback with a growth mindset?
How would you embrace feedback to help to build self-awareness?
Give an example of how you embraced feedback from others on your strengths and shortcomings.
Explain how you would welcome feedback as a valuable experience.
In your previous position, did you welcome feedback as a catalyst for self-reflection and development?

Diversity of Perspectives

Did you actively seek and value feedback from a variety of sources, including peers, supervisors, and external stakeholders?
Describe how you would continuously gather and embed feedback from a wide array of sources.
Describe how you would proactively seek input from diverse sources to ensure all perspectives are acknowledged and different viewpoints are taken into account.
Describe how you would vigorously seek out and apply feedback from multiple channels.
How can you gather input from team members, senior leaders, and external stakeholders to obtain varied perspectives and insights that guide decision-making and strategy?
Did you actively seek and incorporate feedback from various sources?
When would you seek and utilize data from several sources?
How would you involve external stakeholders, such as customers, partners, and industry experts to bring in fresh perspectives and innovative ideas?
How would you actively seek contributions from diverse sources to ensure all voices are valued and different viewpoints are incorporated?
How would you seek out different perspectives on important issues?
Did you proactively gather and integrate feedback from diverse sources?
Give an example of how you would solicit input from various sources to ensure that all voices are heard and that different viewpoints were considered.

Selects Feedback Givers

How would you invite and value the input from others to gain a more comprehensive understanding of your abilities and areas where you could improve?
In your previous position, did you engage with team members, senior leaders, and external stakeholders to gather a variety of perspectives and insights that informed your strategy and decision-making?
Explain how you would look to others for input.
How would you ask others for their ideas and opinions?
In your previous position, have you selected an appropriate set of individuals (peers, subordinates, customers) to provide you with feedback through a 360-feedback system?

Open

Share an example from your previous position, in which you accepted constructive criticism and praise from others regarding your strengths and weaknesses.
In your previous position, did you receive feedback from others?
Are you open to receive insights from others about your strengths and areas need development?
How would you consider other's opinions and suggestions?
In your previous position, did your coworkers find you easy to approach with ideas and opinions?
How did you accept the views of others?
Are you receptive to feedback from others regarding both your strengths and weaknesses?
Are you visible and approachable?
Are you open to feedback, new perspectives, continuous learning and self-development? Explain.
Are you willing to consider different viewpoints and understand that diverse perspectives can offer you valuable insights?
Are you open to the suggestions of others?
Have you been willing to listen and consider feedback from colleagues, supervisors, and other stakeholders?
How do you avoid become defensive or take feedback personally when you receive feedback that you feel is underserving?

Continuous Learning

Did you demonstrate a commitment to personal and professional growth through open acceptance of you feedback results?
Have you demonstrated a firm commitment to continuous learning and self-improvement?
How would you use feedback for professional development?
Give an example of how you would create an environment that values continuous learning and improvement.
In your previous position, did you engage in a proactive approach to feedback to foster a culture of continuous learning and development?
Give an example of how you would use performance feedback as a tool for employee development.

Active Listening

Share an example from your previous position, in which you gave full attention to the feedback provider.
Do you actively listen and consider input from others, regardless of whether the feedback is positive, negative or constructive?
How do you summarize or paraphrase the feedback to confirm your understanding?
In your previous position, have you allowed others to provide you with feedback? Give examples.

Seeking Clarification

Give an example of how you would ask for clarification of any feedback is confusing or incomplete.
Do you engage with team members to allow for a better understanding of on-the-ground realities and operational issues?

Self-Reflection

Share an example from your previous position, in which you recognized feedback as a vital catalyst for personal and professional development.
Explain how you would use feedback as a catalyst for self-reflection and development.
How would you review work achievements in relation to defined goals and criteria and recognize areas for potential improvement?
How would you ensure that any concerns raised through feedback are resolved?

Acts on the Results

When would you execute effective plans to tackle problems highlighted by feedback?
Have you taken action on problems identified through feedback?
Describe how you would create an action plan base on the feedback received.
How would you follow up on any issues identify through the feedback process?
Have you monitored and adjusted performance in response to feedback?
How would you design growth strategies and action plans to tackle performance gaps and requirements informed by feedback?
Do you monitor and adjust performance in response to feedback?
Share an example from your previous position, in which you ensured that subordinates acted on the feedback they received from others.
Explain how you would take the feedback to heart and implement changes where necessary.
How do you apply practical strategies to resolve issues identify through feedback?
Give an example of how you addressed issues discovered during the feedback process.
In your previous position, did you implement concrete solutions to address issues identified through feedback?
How would you help employees transform their feedback results into practical steps?
Give an example of how you implemented actionable strategies to address any issues identified through feedback.
How did you integrate feedback to support professional advancement?
Share an example from your previous position, in which you broke down the feedback into manageable components to help employees better understand the actions needed to improve.

Integrity and Trustworthy

Do you maintain the integrity and confidentiality of feedback givers?
Have you upheld the privacy and integrity of feedback contributors?
Do you ensure the protection and confidentiality of those providing feedback?
Explain how you would maintain the confidentiality of feedback given.

Managing the Process

Manages Process

How can you effectively manage the feedback process?
Have you worked with others to ensure a smooth feedback process?
Did you employ feedback judiciously to foster professional growth and maintain a focus on ethical and constructive use?
Give an example of how you applied feedback responsibly for professional growth, ensuring it was used ethically and constructively.
How can you determine the appropriate timeline to implement feedback results?
Are you effective in using 360-degree feedback as a tool for individual and organizational development?
Describe how you would measure performance against predefined goals and standards to detect opportunities for growth.
How would you implement best practices regarding feedback?
Did you utilize feedback in a manner that prioritized professional development and avoided any misuse?
Explain how you would leverage feedback responsibly to enhance professional skills.

Coaching

Explain how you would help employees to thoroughly understand the feedback they receive, identify key takeaways, and determine specific steps they can take to address any areas for improvement.
Do you review the feedback that your subordinates receive from others?
Do you conduct feedback discussions by concentrating on expectations, observations, evaluations, and outcomes?
Explain how you would offer guidance to assist employees in adjusting their behaviors to enhance performance.
In your previous position, did you guide employees through a structured process of reflection and action planning?
Give an example of how you engaged in impactful performance feedback sessions.
Do you guide employees in translating their feedback into action plans?
In your previous position, did you assist employees in using their feedback to create clear and manageable goals that aligned with their professional development plans?
Have you led constructive feedback sessions? Did you emphasize actual observations compared to performance goals?
Describe how you would engage in productive performance feedback conversations.
In your previous position, did you engage in productive feedback conversations by focusing on expectations, observations, assessments, and consequences?
Have you conducted effective performance feedback conversations by focusing on helping the employee's career development?
Did you assist employees in analyzing the feedback they received to identify key themes and specific areas for improvement?
How did you assist employees in converting their feedback results into actionable items?

Provides Support

How would you facilitate meaningful performance feedback discussions?
In your previous position, have you provided support and resources, such as training programs, mentorship, or tools, to help employees develop the skills and knowledge required to implement changes effectively?
How did you offer the necessary resources, education, and assistance to ensure feedback was effective, prompt, and practical?
Explain how you would facilitate effective feedback between managers and their employees.
Did you offer resources, tools, and regular check-ins to ensure employees stayed on track and made meaningful progress during the feedback process?
How would you cultivate a positive atmosphere in providing feedback, guidance, and support?
Give an example of how you facilitated employees in transforming feedback into tangible actions.
Share an example from your previous position, in which you provided the necessary tools, training, and support to ensure that feedback was constructive, timely, and actionable.
How would you provide guidance and support throughout the feedback process?
In your previous position, did you equip managers with essential tools, training, and support to guarantee feedback was constructive, timely, and actionable?
How did you conduct regular feedback sessions, such as one-on-one meetings or performance reviews to help maintain ongoing communication and ensure that employees stayed on track with their development goals?

Provides Training

How would you conduct seminars on effective communication, offering self-assessment resources, and deploying feedback frameworks?
In your previous position, did you host training sessions on communication skills?
Share an example from your previous position, in which you planned workshops on effective communication, provided resources for self-assessment, and established feedback mechanisms.
When would you work with Human Resources to implement training for the feedback system?
How would you organize workshops on effective communication, offer resources for self-assessment, and implement feedback systems?

Positive Attitude

Describe how you would express appreciation for the feedback and acknowledge the effort others put into providing it.
Do you regard feedback as a beneficial opportunity?
Share an example from your previous position, in which you viewed feedback as a valuable insight into work behaviors, strengths, and areas for improvement.
Have you viewed feedback as a positive experience?
Give an example of how you would take steps to prevent retaliation against feedback givers.
In your previous position, did you see feedback as an opportunity to learn and improve?
Share an example from your previous position, in which you viewed feedback as an opportunity for growth.
How would you see feedback as an opportunity for growth?
Give an example of how you considered feedback as a positive and enriching process.
Explain how feedback is a way to identify areas for improvement, set meaningful goals, and continuously strive for excellence.

Creates Conducive Environment

Explain how you would foster a culture of continuous improvement where feedback is used as a valuable tool for growth and development.
Do you foster a constructive environment through feedback, coaching, and mentoring?
In your previous position, did you build an atmosphere that fostered open communication and mutual respect?
Give an example of how you would develop a culture that supports open conversations, mutual respect, and continuous enhancement to facilitate constructive feedback between managers and their employees.
Describe how you would foster a culture where feedback is seen as a valuable opportunity for growth and development.
Do you foster a culture of dialogue and performance insights?
How can you create an environment that encourages open communication, mutual respect, and continuous improvement to facilitate effective feedback between managers and their employees?
How would you cultivate a work setting that promotes open dialogue, mutual regard, and ongoing development to ensure effective feedback between managers and their employees?
Give an example of how you fostered a culture of continuous improvement.
How can you create an atmosphere that supports and encourages dialogue, enables employees to develop the necessary skills to effectively seek, provide, and receive feedback?
Share an example from your previous position in which you promoted an atmosphere that champions continuous education and enhancement.
Do you nurture an environment that supported lifelong learning and progress?