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I mean, it's not very feasible with large volumes of candidates but yes, its definitely best practice to offer constructive feedback to candidates who reach the final interview round. Many companies still only send a polite rejection, but providing specific, respectful feedback can help candidates grow and shows empathy from the company's side. I always think of it as you don't want to leave a bitter taste in their mouth associated with the company. If you have the answer and the candidate requests it, sharing honest, actionable feedback is professional and moreover, kind. I do encourage others in HR to do the same whenever possible!
I always try to give honest, respectful feedback when I can. It’s tough, but people deserve to know. It’s not about tearing anyone down, just helping them improve or find the right fit. That little closure can mean a lot, and it’s a kindness that doesn’t cost much but goes a long way.
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same here, I definitely appreciated it when a hiring manager takes the time to give me feedback, so I try to do the same
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Yes, if it's a final candidate, I like to offer feedback whenever I can ( if the candidate reaches out to ask). I think it's respectful since they've already given us so much time and effort on their end
No, there is too much liability in telling candidates what they didn’t get chosen for a position. Saying the wrong this is to easily misinterpreted or twisted by people abd it is never worth the law suit. I know we would all love to know why we didn’t get a position but it’s to risky. We just send an email saying we went in another direction. Much safer.
There are 2 types of feedback. 1️⃣ the candidate's not a technical fit. 2️⃣ the candidate's got a serious personality flaw (i.e., they're an a-hole, combative, etc).
1️⃣is fixable, and if someone made it to the final rounds, the hiring manager really ought to give this feedback.
2️⃣is NOT fixable, and companies will never share this feedback.
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love how you laid this out!