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I am currently in the situation of playing the HR role for hiring a developer in our start-up - for which I am actually working as a Data Scientist. I not just

I am currently in the situation of playing the HR role for hiring a developer in our start-up - for which I am actually working as a Data Scientist. I not just almost always give a reason for why we decided against a candidate - I even often give advice which might be relevant for future applications. Why am I not afraid of a law suit? B/c the hiring process I designed is based on a couple of quick tests directly relevant to the position - so it's pretty clear and objective why we decide how we decide. Most companies though actually base those decision on unsound and subjective information ... of course, those are worried about being blamed for that.

sreenadh 11y ago
You are a rare breed. I wish it was standard practices everywhere. People really need feedback to correct something they are doing wrong. I would love to be interviewed by you just for the feedback.
- jrochkind1 11y ago
  The internal recruiter at GitHub gave me a couple sentences of feedback passed on from the interviewers when I was turned down after the final interview round. I appreciated it, it was helpful, and I saw how I could have done better at the interview, although I still thought they were making a mistake. :)
tyingq 11y ago
Do you make any attempt to interview for things are inherently subjective? At least for some positions, personality and culture fit might be important.
- blubb-fish 11y ago
  It might be tricky if person A is a better fit than person B - but B is at least slightly more competent than A. In that case - if we would decide in favor of A - I guess I would skip that reason. But if you design the testing sufficiently broad - then you not just get a very good insights of where an applicant's strength lie but also enough "reasons" to give for negative decision - which also are helpful for the applicant to improve.

sreenadh 11y ago

You are a rare breed. I wish it was standard practices everywhere. People really need feedback to correct something they are doing wrong. I would love to be interviewed by you just for the feedback.

jrochkind1 11y ago
The internal recruiter at GitHub gave me a couple sentences of feedback passed on from the interviewers when I was turned down after the final interview round. I appreciated it, it was helpful, and I saw how I could have done better at the interview, although I still thought they were making a mistake. :)

tyingq 11y ago

Do you make any attempt to interview for things are inherently subjective? At least for some positions, personality and culture fit might be important.

blubb-fish 11y ago
It might be tricky if person A is a better fit than person B - but B is at least slightly more competent than A. In that case - if we would decide in favor of A - I guess I would skip that reason. But if you design the testing sufficiently broad - then you not just get a very good insights of where an applicant's strength lie but also enough "reasons" to give for negative decision - which also are helpful for the applicant to improve.