How to Use the Ambassador Group Interview Feedback Form for the Best Results
TJ Kastning
Why Structured Interview Feedback Matters 🎯
Hiring the wrong person is expensive, frustrating, and disruptive to the team. Without structured feedback, hiring decisions often rely on gut feelings rather than objective assessments. This leads to inconsistent evaluations, misaligned hires, and wasted time and resources.
How Interview Feedback Improves Hiring 📋
A strong interview feedback process resolves this by ensuring clear, thoughtful, and structured evaluations that make hiring decisions faster, fairer, and more accurate. The Ambassador Group Interview Feedback Form helps interviewers assess candidates against job-specific qualifications and company core values, capture detailed observations, and provide constructive insights for hiring discussions.
Why Your Feedback Matters 🗣️
Your feedback is critical—not just for evaluating candidates, but for making your own assessment process and priorities clear to the rest of the team. Every interviewer should aim to evaluate as many core values as possible, based on both the candidate’s organic answers and their behavior during the interview.
Meeting the Minimum Standard 🎯
Prior to the interview, you will receive a prep email outlining your assessment responsibilities and providing sample interview questions. At a minimum, you are expected to contribute assessments aligned with these guidelines. If you can contribute additional insights beyond the provided framework, even better.
Submit Feedback Before Discussion 🛑
It is crucial that you submit your feedback before discussing it with the team. This prevents influence from others, reduces groupthink, and ensures that each interviewer captures their unique perspective without being swayed. Thoughtful, independent feedback leads to more accurate hiring decisions.
Training New Interviewers Through Feedback 🎓
Built-in Training for New Interviewers: Another benefit of this process is that it provides new interviewers with a guide and a report card to help them understand what is important to focus on in an interview. By following this structured approach, new interviewers gain insight into critical hiring criteria, evaluation methods, and best practices, making this process an inherent training tool.
How This Helps The Next Interviewers 🔍
Additionally, this structured data is extremely helpful for Ambassador Group to prepare the next interviewers by clearly showing:
- What has already been covered in previous interviews.
- What key questions still need answers.
- What assessment has been made thus far.
🔥 Interview teams that learn how to execute interviews with disciplined feedback move fast and confidently. When feedback is structured and documented, hiring decisions happen more efficiently, and teams operate with better alignment and clarity.
Before diving into the evaluation, fill out the foundational details:
✅ Email (Required) – This ensures responses are recorded AND sent back to you for further review and discussion. Make sure you enter your work email.
✅ Interviewer Name – Identify yourself so hiring managers can track whose feedback they’re reviewing.
✅ Candidate Name – Clearly state the candidate’s full name to ensure feedback is linked to the right person.
🚀 Why It Matters: This allows teams to collaborate better, follow up with discussions, and ensure interviewers can review their responses before making final hiring recommendations. Additionally, this feedback is critical because the interviewer is making their assessment process and priorities clear to the other interviewers.
Why Three Qualification Levels? 🚦
Many hiring teams default to using a 1-5 rating scale, but this method creates more confusion than clarity. Here’s why Ambassador Group uses a simpler, more effective three-tiered rating system: Fully Qualified, Qualified but Requires Training, and Unqualified.
These three categories not only simplify decision-making but also help an interviewing team recognize misalignment on the scope, needs, requirements, or mission of the job. If different interviewers place the same candidate in different categories, it can signal a lack of clarity in expectations, prompting valuable discussions about what the role truly requires.
These qualification rankings are ONLY for the position the candidate is considered for, not their general qualifications or value.
1️⃣ It Eliminates Subjectivity & Overthinking
- A 1-5 scale forces interviewers to assign a number without clear definitions, making it highly subjective. What’s the difference between a 3 and a 4? One interviewer’s 4 might be another’s 2. Instead of spending time debating numbers, our system forces interviewers to commit to a meaningful decision: Is this person ready, coachable, or not a fit?
2️⃣ It Requires No Training & Is Easy to Use
- Many rating scales require guidelines and calibration for consistency across interviewers. Our system works immediately, regardless of experience level. Every interviewer can instantly understand and apply the criteria.
3️⃣ It Demands Hiring Teams Make Clear, Actionable Assessments
- With a 1-5 scale, it’s tempting to default to middle scores (3s and 4s), avoiding real decision-making. Our system forces interviewers to take a stance—either the candidate is ready, trainable, or not a fit—making hiring decisions faster and more confident.
4️⃣ It Provides Better Data for the Hiring Process
- A 1-5 scale gives hiring teams vague, scattered data, making it harder to compare candidates. Our system creates clearer hiring insights, allowing leadership to see where candidates align, what training investments are needed, and where gaps exist.
By simplifying the decision-making process, our Qualified/Needs Training/Unqualified system ensures faster, more confident hiring decisions, better communication across interviewers, and a hiring process that moves with clarity, not confusion. 🚀
Why ‘Needs Training’ and ‘Unqualified’ Are Powerful Hiring Categories 🔎
The ‘Qualified but Needs Training’ and ‘Unqualified’ categories are more than just pass/fail labels—they provide nuanced, actionable insights that help hiring teams make smarter decisions. Their broad application makes them especially valuable when interviewers explain their reasoning.
🔹 ‘Qualified but Needs Training’ Captures Potential
- This category recognizes that a candidate has the core skills and potential but may need coaching, industry-specific experience, or exposure to company processes.
- It helps define training investments upfront, setting realistic expectations for onboarding.
- It prevents overlooking great hires who may just need a ramp-up period to succeed.
- It requires the interviewer to evaluate their ability and willingness to train and the candidate’s ability to learn. If training is needed, is the investment worth it?
- If a candidate is otherwise “well qualified” but not suited to the position or need, they should be rated as “unqualified.”
📌 Example Feedback:
- “Candidate understands project management workflows but has limited experience with our specific scheduling software. With training, they could be fully competent.”
- “Strong leadership potential, but needs mentoring in handling client escalations.”
🔻 ‘Unqualified’ Doesn’t Mean ‘Bad’—It Means Mismatched
- This category is useful for a wide range of reasons, including skills gaps, philosophical misalignment, or a lack of necessary experience.
- It helps prevent forcing a bad fit, ensuring both the company and candidate avoid frustration.
- It is especially powerful when interviewers document their reasoning, as this clarifies whether a candidate is completely unsuitable or simply better suited for a different role.
📌 Example Feedback:
- “Candidate lacks the leadership experience required to manage field teams and would be better suited for a more junior role.”
- “Does not align with our company’s fast-paced, problem-solving culture and prefers a highly structured, slow-moving environment.”
By using these categories thoughtfully and explaining the reasoning, hiring teams gain real clarity on where a candidate stands. This structured feedback prevents middle-of-the-road indecision, allows for better hiring conversations, and ensures faster, more confident hiring decisions. 🚀
The form includes a multiple-choice grid where you assess candidates on specific job qualifications:
🔹 Fully Qualified – Meets or exceeds expectations, ready to perform the job immediately.
🔹 Qualified but Requires Training – Has potential but needs coaching in some areas. The gaps can be remedied. Note the qualification match and the training needed to bring them up to standard.
🔹 Unqualified – Does not meet minimum position standards for this competency. This can be for any reason, including requiring too much training, philosophical misalignment, being unskilled, etc.
Why Three Qualification Levels? The form uses only three qualification levels—Fully Qualified, Qualified but Requires Training, and Unqualified—for several key reasons:
✅ It removes subjectivity found in rating scales like 1-5 or 1-10, ensuring clear-cut decisions.
✅ No training required, making it accessible to all interviewers and ensuring clarity and decisiveness.
📌 Best Practices for Effective Feedback:
- Avoid gut-feeling-based ratings—ground your evaluation in concrete examples from the interview.
- If a candidate lacks a skill but demonstrates a strong learning ability, mention it.
- Praise and encourage specificity in feedback, as clear observations help hiring teams make better decisions.
✅ Example Feedback:
“The candidate is unfamiliar with Procore but has successfully adapted to new construction software at their previous job, showing they can learn quickly.”
“Candidate has deep expertise in contract negotiation but struggled to explain their strategy for resolving disputes.”
“The candidate provided a great example of leading a high-pressure project but seemed unsure about managing a multi-year phased construction timeline.”
“While the candidate has excellent communication skills, they showed hesitation in discussing conflict resolution with subcontractors, indicating a potential gap.”
How to Run a Productive Follow-Up Discussion 🏗️
Once all feedback has been submitted, a structured team conversation should follow. To ensure a fair and balanced discussion, follow this process:
1️⃣ Review feedback individually first – Each interviewer should read through their own notes before the meeting.
2️⃣ Start with individual summaries – Go around the room and allow each interviewer to present their thoughts before any debate begins.
3️⃣ Encourage all voices – Ensure that quieter or more agreeable team members have space to contribute. The facilitator should call on each interviewer for input before allowing open discussion.
4️⃣ Identify alignment and discrepancies – Compare notes to highlight common strengths and concerns. If opinions differ, discuss specific examples rather than debating broad impressions.
5️⃣ Avoid over-influence from senior leaders – Senior interviewers should hold back their opinions until others have shared to avoid swaying the discussion.
6️⃣ Summarize key takeaways – At the end, clearly outline agreements, remaining concerns, and next steps for the hiring decision.
This process ensures that each interviewer’s perspective is valued, helping to counterbalance dominant voices and avoid unconscious bias.
Key Takeaways ✅
- Submit feedback before discussion to maintain individual perspectives and avoid groupthink.
- Stick to the three qualification levels for clear, objective decisions.
- Encourage quieter interviewers to voice their insights during follow-ups.
- Use structured feedback to help the next interviewer prepare effectively.
Final Thoughts & Next Steps 🚀
🔥 Using the Ambassador Group Interview Feedback Form correctly ensures a more structured, collaborative, and data-driven hiring process. By capturing objective ratings, clear notes, and structured cultural assessments, your team can make better hiring decisions—faster.
Let’s build high-performing construction teams—one interview at a time! 💪cultural assessments, your team can make better hiring decisions—faster.
👉 🚀 Want to improve your hiring process today? Learn more about Ambassador Group’s proprietary interview feedback analysis process and how it helps hiring teams make better decisions. Let’s discuss how Ambassador Group can help streamline your interviews and make stronger hiring decisions.
Let’s build high-performing construction teams—one interview at a time! 💪
