How would you tell a candidate who interviewed well that they did not get the job?

What the interviewer is looking for

• This question tests communication & relationship building. Gives timely, honest, kind updates to candidates and builds lasting relationships with candidates and managers.
• What to bring out: Calls or writes promptly, is honest and kind, shares useful feedback where appropriate, and keeps the door open for future roles.
• Expect a follow-up like: What would you say if they asked exactly why they were not chosen?

Another way it may be asked: Someone did great in interviews but another person got the role. How do you deliver that news?

A structure to follow: STAR, with the weight on Action and Result

1. Step 1

   Situation

   One or two sentences: where, when and what was at stake. Pick a real example you were close to.

2. Step 2

   Task

   What you personally were responsible for. Say "I", not only "we", so the communication & relationship building you showed is visible.

3. Step 3

   Action

   The two or three things you did and why you chose them over the alternatives. This should be about half your answer.

4. Step 4

   Result

   What changed, in your own measure of it, and what you would do differently. Only use numbers you can stand behind.

This is guidance on shape, not a script. Use your own real experience and facts; never invent details to fill a gap. See the STAR guide and answer frameworks.

Common slips

• Describing what the team did without saying what you did.
• Choosing an example with no clear outcome, or one you cannot answer detailed questions about.
• Ending on the action and skipping the result and what you learned.

How to practise it

Write two bullet points for each STAR letter, then say the answer aloud in about two minutes.

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