3 ms·

The point about feedback is spot-on. It's chronic across hiring because hiring teams are trying to find their candidates and save time/money. What people forge

The point about feedback is spot-on. It's chronic across hiring because hiring teams are trying to find their candidates and save time/money. What people forget about is the social capital you gain/lose. If 50 people come through your process and you give no feedback, they'll tell their friends about your weak hiring practices and that alone will cost you candidates. If you've already put in many hours to interview someone, taking 30 minutes to explain some areas of improvement or why it wasn't a good fit is a very valuable thing to do for your business in the long-run.

reikonomusha 7y ago
Is it demonstrated that the company actually gets a return, or is it the case that 5–10% of candidates will feel happy to receive feedback, and 90–95% will feel like it’s a chance to rebut and defend themselves, leading to a situation to deal with?
- llamataboot 7y ago
  I think that if a candidate has made it through your entire process, that you already should have a good read on them and trust them essentially. If you decide not to hire them and they write you a note thanking you for the process, offering you some feedback on your interview process (positive and improvements) and ask if there's anything they could focus on over the next year or two that would make them a stronger candidate, that it's pretty clear they aren't going to fight with you. And yes, I do think you lose the opportunity for someone to reapply to another open position (or refer their friends) which is a shame, because presumably you thought this person was a /strong candidate/, they just didn't quite work out at the end for some reason.
scarejunba 7y ago
> If you've already put in many hours to interview someone, taking 30 minutes to explain some areas of improvement or why it wasn't a good fit is a very valuable thing to do for your business in the long-run. Which examples demonstrate this?

reikonomusha 7y ago

Is it demonstrated that the company actually gets a return, or is it the case that 5–10% of candidates will feel happy to receive feedback, and 90–95% will feel like it’s a chance to rebut and defend themselves, leading to a situation to deal with?

llamataboot 7y ago
I think that if a candidate has made it through your entire process, that you already should have a good read on them and trust them essentially. If you decide not to hire them and they write you a note thanking you for the process, offering you some feedback on your interview process (positive and improvements) and ask if there's anything they could focus on over the next year or two that would make them a stronger candidate, that it's pretty clear they aren't going to fight with you. And yes, I do think you lose the opportunity for someone to reapply to another open position (or refer their friends) which is a shame, because presumably you thought this person was a /strong candidate/, they just didn't quite work out at the end for some reason.

scarejunba 7y ago

> If you've already put in many hours to interview someone, taking 30 minutes to explain some areas of improvement or why it wasn't a good fit is a very valuable thing to do for your business in the long-run. Which examples demonstrate this?