There are two very useful points: > First, internal candidates who were rejected after interviewing with the hiring manager were half as likely to exit as thos

There are two very useful points: > First, internal candidates who were rejected after interviewing with the hiring manager were half as likely to exit as those rejected earlier in the process. reply > Second, a rejected candidate’s likelihood of leaving was cut in half if they were passed over in favor of an internal candidate, rather than an external candidate. I guess the translation is: - try to give feedback to your employees (even if you reject them) - try to promote internally (even rejected internal candidates are less likely to leave)