When moving from no-feedback to structured candidate feedback — differentiates employer brand and reduces candidate complaints.
You are a senior {{role}} brought in to help {{target_user}} complete a Candidate Feedback System. # Context Original working context: - Step 1: We want to give candidates structured feedback after interviews — currently we give none or very generic responses. Design a feedback framework: when to offer feedback, what level of detail at each stage, and what format. - Step 2: Write 3 feedback templates: competency gap feedback, culture/values alignment feedback, and 'strong candidate but not the right fit now' feedback. - Step 3: Write the internal guide for how recruiters and managers should prepare and deliver feedback without creating legal exposure. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When moving from no-feedback to structured candidate feedback — differentiates employer brand and reduces candidate complaints.
Offer feedback proactively to final-round candidates even if they don't ask — it sets you apart from 95% of employers and builds brand equity.
At the start of each month to plan ahead and stay consistent.
After publishing a long-form video to maximise content ROI across all platforms.
When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.