A feedback request after an unsuccessful interview should ask for one or two useful observations you can apply next time. Thank the employer, identify the role and keep the message focused on learning rather than persuading the panel to reverse its decision.
Some employers provide detailed feedback; others provide little or none. Do not assume there is a universal obligation to supply coaching. Check the organisation’s recruitment process for any formal feedback or review pathway.
Choose a question that can produce a useful answer
Think about the actual assessment. Did you struggle to explain an example, leave a technical question incomplete or misunderstand a task? Ask about the evidence you presented rather than requesting a general judgement about your personality.
The DEWR interview resource describes assessment of capability evidence. A useful feedback question can follow that approach: “Was there an area where my examples did not demonstrate the required level?”
Avoid asking for confidential details about another candidate. Their background or score is not necessary to identify your next improvement.
A fictional feedback-request email
This is an original practice message, not correspondence with a real employer.
Subject: Interview feedback — Operations Assistant
Dear Recruitment Team,
Thank you for letting me know the outcome and for the opportunity to interview for the Operations Assistant role.
If your process allows, I would appreciate a brief comment on one area where my interview examples could have better demonstrated the role’s requirements. In particular, I would find feedback on the evidence I gave for prioritising competing tasks useful.
I understand if detailed feedback is not available. Thank you again for your time.
Kind regards,
Alex Example
The message acknowledges the outcome, narrows the question and leaves room for the employer’s process. Replace the capability with the area genuinely relevant to your interview. Do not send the same message to every panel member.
Separate an observation from a conclusion
“Your example did not explain your personal actions” is something you can practise. It does not mean you lack the underlying skill. “Another candidate had more directly relevant experience” may explain the decision without identifying a quick change you can make.
Ask one clarifying question if needed, then avoid turning the exchange into an argument. You can disagree privately with a comment while still considering whether your evidence was clear enough.
If you believe the process involved a substantive legal or procedural issue, use the appropriate formal advice or review route. A learning-focused email is not a substitute for that process and should not be represented as an appeal.
Use this reflection worksheet
| Prompt | What to record |
|---|---|
| What was asked? | The capability or task, without confidential assessment material |
| What did I explain? | My actual example and the detail I supplied |
| What feedback was received? | The employer’s words or a clearly labelled summary |
| What is within my control? | One change to evidence, preparation or delivery |
| How will I practise? | A specific exercise and review point |
For example, a fictional applicant realises they described what the whole team did but not their own action. Their practice task is to retell one genuine example with responsibility, action and result clearly separated. That is more useful than deciding to sound more confident without knowing what to change.
Keep feedback in a private application record and continue considering other roles. A rejection from one vacancy is not a reliable prediction about every future application.
Use our interview preparation guide to practise the next answer and the career development guide when the feedback suggests a longer-term skill gap.
