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Unsuccessful Interview Feedback

Unsuccessful Interview Feedback Generator for Australia

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Key Requirements PROMPT example:

Unsuccessful Interview Feedback Template

"I need an Unsuccessful Interview Feedback Template for a tech startup in Sydney that maintains a friendly tone while being legally compliant, with specific sections for technical skill feedback and potential future opportunities as we're planning to expand in March 2025."

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Document background
The Unsuccessful Interview Feedback Template is a crucial document used in Australian recruitment processes to communicate interview outcomes to candidates who were not selected for a position. This template is designed to comply with Australian employment law, including the Fair Work Act 2009, various anti-discrimination laws, and privacy regulations. It provides a structured approach to delivering feedback that is both constructive and legally safe, helping organizations maintain professional relationships with candidates while minimizing legal risks. The template includes sections for general feedback, appreciation of the candidate's time, and information about future opportunities, all while ensuring consistency in communication across the organization.
Suggested Sections

1. Recipient Information: Candidate's name, contact details, and position applied for

2. Appreciation Statement: Thank the candidate for their time and interest in the organization

3. Decision Communication: Clear but diplomatic statement about the unsuccessful outcome

4. General Feedback: High-level, constructive feedback about the candidate's application/interview that avoids specific comparisons with other candidates

5. Future Opportunities: Standard statement about keeping their application on file and encouraging future applications if appropriate

6. Closing: Professional closing with best wishes and company representative's signature block

Optional Sections

1. Specific Skill Feedback: Optional section for providing specific feedback about skills or qualifications when legally safe and appropriate to do so

2. Interview Performance Feedback: Optional section for providing constructive feedback about interview performance when appropriate and requested

3. Alternative Positions: Optional section suggesting other potential roles within the organization if applicable

4. Request for Feedback: Optional section inviting the candidate to provide feedback about the interview process

5. Resources Section: Optional section providing career resources or guidance for future applications

Suggested Schedules

1. Interview Evaluation Form: Optional attachment showing the standardized evaluation criteria and scoring (if company policy allows sharing)

2. Company Contact Information: Detailed contact information for HR department or hiring manager for any follow-up questions

3. Privacy Notice: Information about how the candidate's data will be stored and processed

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Professional Services

Financial Services

Technology

Healthcare

Education

Manufacturing

Retail

Government

Non-Profit

Construction

Mining

Telecommunications

Transportation

Energy

Agriculture

Hospitality

Relevant Teams

Human Resources

Recruitment

People and Culture

Talent Acquisition

Legal

Compliance

People Operations

Personnel Management

Relevant Roles

HR Manager

Recruitment Manager

Talent Acquisition Specialist

Human Resources Director

Hiring Manager

Department Manager

HR Business Partner

Recruitment Coordinator

HR Administrator

HR Consultant

People and Culture Manager

Chief Human Resources Officer

Talent Management Director

Industries
Fair Work Act 2009 (Cth): Federal legislation governing workplace relations, including recruitment practices and ensuring fair treatment of job candidates
Privacy Act 1988 (Cth): Regulates how personal information about candidates must be collected, used, stored and disclosed, including the Australian Privacy Principles
Age Discrimination Act 2004 (Cth): Prohibits discrimination based on age in various areas including employment and recruitment processes
Racial Discrimination Act 1975 (Cth): Ensures feedback cannot discriminate based on race, color, descent, national or ethnic origin
Sex Discrimination Act 1984 (Cth): Prohibits discrimination based on sex, marital status, pregnancy, or potential pregnancy in employment contexts
Disability Discrimination Act 1992 (Cth): Ensures protection against discrimination based on disability in employment and recruitment
Defamation Act 2005: Relevant state-based legislation protecting against untrue statements that could harm a person's reputation
Australian Human Rights Commission Act 1986 (Cth): Provides framework for handling complaints about discrimination and human rights violations in employment contexts
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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