Your examples presume that the interviewer actually has actionable feedback for you.
Many people who interview candidates have no clue what they're doing. I also started out winging it. And I don't see much training being given to new interviewers, apart from being interviewees.
The chief mistake is interviewers not giving feedback on the spot to check their assumptions/conclusions. Following procedure, but not actually collaborating with the candidate on their shared objective; finding out whether there's a good fit.
On both sides of the table, my advice would be to ensure that the conclusions you're reaching are openly and explicitly put on the table for discussion right there and then.
Many people who interview candidates have no clue what they're doing. I also started out winging it. And I don't see much training being given to new interviewers, apart from being interviewees.
The chief mistake is interviewers not giving feedback on the spot to check their assumptions/conclusions. Following procedure, but not actually collaborating with the candidate on their shared objective; finding out whether there's a good fit.
On both sides of the table, my advice would be to ensure that the conclusions you're reaching are openly and explicitly put on the table for discussion right there and then.