3 ms·
I think you're way overblowing this, but it's possible you know more than I do. What makes you think "either willfully or accidentally mis-interpreting rejectio
by mrkurt 8y ago
I think you're way overblowing this, but it's possible you know more than I do. What makes you think "either willfully or accidentally mis-interpreting rejection feedback" is a meaningful threat to any company? Have there been cases where companies were wrongfully sued for such a thing that I'm not aware of? And have they gone out of business as a result?
I've read an awful lot of employment case coverage and don't remember seeing anything like that. What I do recall seeing are people getting hammered for flippant comments _during_ an interview, but that's an entirely different thing.
- deleted 8y ago[deleted]
- btilly 8y agoGiven how few companies give interview feedback, I would predicted very little in the way of lawsuits involving that. People can't "willfully or accidentally mis-interpret" what you don't say. The real question is, "If people gave interview feedback, would they get sued for it?" I think so. Doubly so if the feedback was at odds with the candidate's self-image or if it is written. (It is a lot easier to file a lawsuit based on what was written to you than your memory of what was said.) More importantly HR departments universally say so. And as long as HR departments say so, managers will follow their advice and not give interview feedback.
- dmurray 8y agoHR departments say so because if no one ever gives interview feedback, no one will ever get sued for giving the "wrong" feedback. They are like the legal department in that they will never look to help a company actively gain a competitive advantage, and certainly never to do the decent thing by people outside the company's management.
- joesb 8y agoThen it's correct to never give feedback. Company getting sued is not a competitive advantage.