Interview Tip: How to Read a Candidate's Answer to “How Do You Give and Receive Feedback?”
This is one of those questions that sounds polite and soft. But if you listen closely, it tells you everything about how someone will behave inside your team. If you run a business and interview people yourself — especially online — this is a question you should never skip. Let’s talk about what to ask, what to look for, and what to avoid.
Why This Question Really Matters
Feedback is a part of daily life in any growing company. But some people hear it as support — others hear it as attack. And some can’t give it at all. You don’t want someone who shuts down or lashes out every time there’s a correction. You also don’t want someone who “holds it in” and avoids direct communication.
This question helps you spot all that — early.
A Good Answer Is Always Situational
If a candidate gives you a vague answer like “I’m open to feedback” or “I try to be respectful,” stop and listen. That’s not enough. You want to hear how they actually acted in a real situation. Look for words like “In one project…” or “There was a time when…” That shows they’re not just saying what sounds right — they’ve lived it.
What to Listen for When They Talk About Giving Feedback
Strong candidates won’t say “I always tell the truth no matter what” — that’s often code for being blunt. But they also won’t hide behind fake diplomacy. The sweet spot is someone who thinks about timing, tone, and the goal. Listen for signals that they adapt their message to the person, not just to their own comfort.
If they say things like “I try to help the person grow” or “I always check if it’s the right moment,” that’s gold.
What to Watch for in Their Reaction to Criticism
This part is key. Ask them directly: “Tell me about a time you received feedback you didn’t agree with. What did you do?” Now listen for the tone. Are they defensive? Do they blame someone else? Or do they show curiosity and maturity?
The best candidates will say something like: “At first I disagreed, but I took time to think about it” or “I asked for examples to understand it better.” That’s not weakness — it’s emotional strength. That’s what you want in a team.
Remember, You’re Hiring for the Future
You’re not just hiring someone for their skills today. You’re hiring someone who will shape your team’s energy and culture over time. If they can’t give or receive feedback in a calm, respectful way — remote or not — it will create tension, not results. Ask the question. And listen between the lines.