Use the SBI model: describe the Situation, the specific Behaviour, and the Impact. It keeps feedback objective and actionable.
Look for: timely feedback (not saving for reviews), specific and behavioural (SBI model: Situation, Behaviour, Impact), balanced approach, creating a safe environment for receiving feedback, and following up on development areas. Best candidates also describe how they receive and act on feedback themselves.
Foundational leadership skill. Candidates who are uncomfortable giving feedback will struggle as leaders. Ask for a specific example of each type and watch for whether they default to softening constructive feedback until it loses its message.