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> If you/your company doesn't have a policy of sending personal feedback please consider doing this at least for junior people. If you want to keep your job, d

by mbesto 8y ago

> If you/your company doesn't have a policy of sending personal feedback please consider doing this at least for junior people. If you want to keep your job, don't follow this advice. Honestly, I would love nothing more than giving junior people (all people in fact) feedback on why they didn't get the job, but people will sue at even the slightest hint of any type of potentially litigious situation. It's even worse when the person is in a position of desperation ("I can't pay rent because I can't find a job...oh what this lawyer is going to take my case on a performance basis...heck ya, let's sue those assholes!"). Most of these cases get settled because no one wants to deal with them and it's easier to just pay the problem to go away, so they're easy wins. Seriously, most good honest HR people WANT to give rejected candidates feedback, but asking them to benevolently provide feedback at the risk of their own job won't earn you many friends.

werbel 8y ago
I didn't say to do that against the policy. What I meant was if your company simply doesn't have a habit of doing it just say: "Hey, can I write some feedback and provide some resources to that candidate in your rejection message?". Edit: My intuition is most companies don't provide the feedback because simply they don't see a value in the time spent or simply never really considered that as there are always other things to do than think about people you'll probably never meet again.
- mbesto 8y ago
  > I didn't say to do that against the policy. And I didn't say anything about this having to do with policies of companies. Regardless of whether you have policies in place or not, doing what you suggested without any counsel is a very dangerous way of losing your job. Companies will make it very easy to fire a person who costs them a lawsuit (and the subsequent negative PR). > My intuition is most companies don't provide the feedback Your intuition is probably right, but it doesn't mean that people who DO want to give feedback should all of the sudden ignore sound advice. Bad HR teams who don't want to give feedback will always use legality as a shield for an excuse, but that doesn't mean that good HR teams who are also taking legal advice are not interested in doing so. As many people have cited in this thread - the long term effects of giving feedback to rejected candidates (they tell their friends, they come back later, etc) are numerous, but the downside risk makes it very difficult for any HR team to make this investment.
  - werbel 8y ago
    We do agree 100%. :)
hm10 8y ago
Why not make candidates sign a non-liability agreement to receive feedback? Of course, choosing to ask for such feedback would be optional - but if you want it, sign the form so you agree you won't sue. Most people would find this information quite valuable to correct their mistakes for next time. It makes the whole process much more efficient for all parties if there's quick, specific feedback.
- will4274 8y ago
  You can't absolve a company from liability for US labor laws. So even after you sign the non-liability agreement, you can still sue. It's not a real shield for the company.

by mbesto 8y ago

werbel 8y ago

I didn't say to do that against the policy. What I meant was if your company simply doesn't have a habit of doing it just say: "Hey, can I write some feedback and provide some resources to that candidate in your rejection message?". Edit: My intuition is most companies don't provide the feedback because simply they don't see a value in the time spent or simply never really considered that as there are always other things to do than think about people you'll probably never meet again.

mbesto 8y ago
> I didn't say to do that against the policy. And I didn't say anything about this having to do with policies of companies. Regardless of whether you have policies in place or not, doing what you suggested without any counsel is a very dangerous way of losing your job. Companies will make it very easy to fire a person who costs them a lawsuit (and the subsequent negative PR). > My intuition is most companies don't provide the feedback Your intuition is probably right, but it doesn't mean that people who DO want to give feedback should all of the sudden ignore sound advice. Bad HR teams who don't want to give feedback will always use legality as a shield for an excuse, but that doesn't mean that good HR teams who are also taking legal advice are not interested in doing so. As many people have cited in this thread - the long term effects of giving feedback to rejected candidates (they tell their friends, they come back later, etc) are numerous, but the downside risk makes it very difficult for any HR team to make this investment.
- werbel 8y ago
  We do agree 100%. :)

hm10 8y ago

Why not make candidates sign a non-liability agreement to receive feedback? Of course, choosing to ask for such feedback would be optional - but if you want it, sign the form so you agree you won't sue. Most people would find this information quite valuable to correct their mistakes for next time. It makes the whole process much more efficient for all parties if there's quick, specific feedback.

will4274 8y ago
You can't absolve a company from liability for US labor laws. So even after you sign the non-liability agreement, you can still sue. It's not a real shield for the company.