3 ms·

I chose the example I have experience with. I don't have experience with other EU countries, so I can't comment on those. I also don't have experience with mass

I chose the example I have experience with. I don't have experience with other EU countries, so I can't comment on those. I also don't have experience with massive large companies, so maybe this is a problem of scale rather than culture. Although it does seem like smaller American companies have the same problems.

FirmwareBurner 3y ago
It's not that complicated. In no countries do companies want to spend staff time and effort and risk lability by giving tailored feedback to people they won't hire anyway. In short, it's not worth it for them, it's that simple. Sometimes they do, but that's very rare nowadays. I think companies were more willing in the past, but all it takes is one angry rejected candidate with a chip on his shoulder and a lawyer on speed-dial, to change that company's culture on "honest feedback" forever. It's why we can't have nice things, there will always be someone to abuse the system and take it down with him.
- aestetix 3y ago
  > In no countries do companies want to spend staff time and effort and risk lability by giving tailored feedback to people they won't hire anyway. Actually, it's not that hard. Provided you have had a discussion with your team on why not to hire the candate, it's easy to send them a short summary without revealing too much information. I should clarify, I don't mean this for every candidate. Just for those who have gotten pretty far into the process.
  - andsoitis 3y ago
    There is still the calculus of why bother? There are legitimate reasons (you want rejected candidates to still have a good impression of the company, you think the feedback could help them improve and want them to interview again in the future, you want to include them in your professional network, etc.) but I think it is best if that is an intentional choice.
  - FirmwareBurner 3y ago
    >Actually, it's not that hard. You underestimate how lazy some companies are when it comes to non-billable hours/tasks. The question on their end is "why bother, what's in it for us?". >Provided you have had a discussion with your team on why not to hire the candidate, it's easy to send them a short summary without revealing too much information. That's the problem, it's NOT easy to send feedback that's truthful yet at the same time is 100% iron clad against any potential expressions that might be interpreted as discriminatory. Engineers are not good at formulating such things and their bluntness is a liability. Which is why engineers are left with the technical part, and the final candidate-feedback communication and rejection is left to the HR who's main job is eliminating employee/candidate liability for the company, so they usually take the route that makes their job easier and send the same generic message to everyone, especially that in many companies HR is understaffed.
mk67 3y ago
When I interviewed at IBM in Germany in the late 00s I was rejected and got crystal clear feedback on why - and that is a big American company in Germany.
- mattkrause 3y ago
  Same but in the US (NYC) -- and I've thought a little better of them ever since!
orwin 3y ago
I don't know, Valve (proton team) gave me the most complete feedback I ever received. Frankly I was not a big steam fan, but now I'm close to defend Gabe like Tesla fans defend Musk. Really great people, if someone from that team read this: kudos.

FirmwareBurner 3y ago

It's not that complicated. In no countries do companies want to spend staff time and effort and risk lability by giving tailored feedback to people they won't hire anyway. In short, it's not worth it for them, it's that simple. Sometimes they do, but that's very rare nowadays. I think companies were more willing in the past, but all it takes is one angry rejected candidate with a chip on his shoulder and a lawyer on speed-dial, to change that company's culture on "honest feedback" forever. It's why we can't have nice things, there will always be someone to abuse the system and take it down with him.

aestetix 3y ago
> In no countries do companies want to spend staff time and effort and risk lability by giving tailored feedback to people they won't hire anyway. Actually, it's not that hard. Provided you have had a discussion with your team on why not to hire the candate, it's easy to send them a short summary without revealing too much information. I should clarify, I don't mean this for every candidate. Just for those who have gotten pretty far into the process.
- andsoitis 3y ago
  There is still the calculus of why bother? There are legitimate reasons (you want rejected candidates to still have a good impression of the company, you think the feedback could help them improve and want them to interview again in the future, you want to include them in your professional network, etc.) but I think it is best if that is an intentional choice.
- FirmwareBurner 3y ago
  >Actually, it's not that hard. You underestimate how lazy some companies are when it comes to non-billable hours/tasks. The question on their end is "why bother, what's in it for us?". >Provided you have had a discussion with your team on why not to hire the candidate, it's easy to send them a short summary without revealing too much information. That's the problem, it's NOT easy to send feedback that's truthful yet at the same time is 100% iron clad against any potential expressions that might be interpreted as discriminatory. Engineers are not good at formulating such things and their bluntness is a liability. Which is why engineers are left with the technical part, and the final candidate-feedback communication and rejection is left to the HR who's main job is eliminating employee/candidate liability for the company, so they usually take the route that makes their job easier and send the same generic message to everyone, especially that in many companies HR is understaffed.

mk67 3y ago

When I interviewed at IBM in Germany in the late 00s I was rejected and got crystal clear feedback on why - and that is a big American company in Germany.

mattkrause 3y ago
Same but in the US (NYC) -- and I've thought a little better of them ever since!

orwin 3y ago

I don't know, Valve (proton team) gave me the most complete feedback I ever received. Frankly I was not a big steam fan, but now I'm close to defend Gabe like Tesla fans defend Musk. Really great people, if someone from that team read this: kudos.