To add to those who have said that there are legal implications, I would add anecdotally I was advised by my HR department not to give feedback for exactly that

To add to those who have said that there are legal implications, I would add anecdotally I was advised by my HR department not to give feedback for exactly that reason. (We had a junior candidate who misrepresented his experience on his resume, and I would've offered some advice about this sort of thing for the future.) There is also often a very high volume of candidates for particular positions, and it is a challenge to offer feedback, especially when they're not brought in for a live interview. In my own process, interesting positions result in me searching for hiring managers at the company, sending a cover letter+resume that includes a table of their needs listed in the JD alongside my skills. This tends to get me closer to the interview table and provides an opportunity to exchange enough information for feedback purposes. It's also a bit of a differentiator in terms of resume structure (more than one interviewer has commented on it).