Interesting, they missed a couple from my experience. The big one is starting a debate. Because I'm a helpful person when someone asked for feedback why they w

Interesting, they missed a couple from my experience. The big one is starting a debate. Because I'm a helpful person when someone asked for feedback why they weren't getting the job I would offer them my thoughts. Way too often this turned into a discussion by them to me about how I was wrong about them and my thoughts didn't apply. Sometimes it might be due to a phenomenal lack of self awareness and sometimes it might be a negotiation tactic, but it always was awkward and uncomfortable. At Google, the 'sourcers' really didn't want to put 'not a fit' into the application tracking system (ATS) because if they did so they would not be able to call that person back if another position opened up. Inevitably applicants would say they had other people who were talking to them and would probably provide offers (I think some people think that is a useful tactic for pushing things along) and the sourcers would just cross their fingers and hoped they would take that other job, or another candidate that was a better fit would get accepted. Either way they preserve a 'possible' in their list of candidates for the future. In my discussion with Google's recruiting folks at the time I argued that the ATS system was hurting Google because while someone might be a poor fit in one role, there may be another role where they were a superstar. I've seen it in my career many times where a change of roles completely changed the evaluation of the person doing the job. I never got very far in that discussion but did learn of the 'trick' of just not talking to them as a way of leaving them in a viable 'possible candidate' state for the next role that might come up. One alternative is to be really clear in what you want out of someone in a role and if they don't meet the standard move them out. But that is very risky for "protected" people such as older engineers, or other races or religions. You can combat that risk by managing to a very diverse workforce but it feels to me that way too many people hire people like themselves. At the end of the day these can be opportunities for startups to get some great talent.