Ryan, A couple of thoughts spliced into your comments: On 25 February 2012 10:20, Ryan Bigg <[email protected]> wrote: > I think this idea is marvellous. Giving people feedback on precisely why they > didn't get the job is exactly what they need to improve.
It is good to give feedback but there's two things that go with that. On the one hand there's an issue of leaving a candidate some dignity. When a code test has a few problems how many do you pick out? I generally go up to three. After that I think I'm just beating up a candidate. Secondarily, if the feedback goes through a third party (HR person, recruiter, etc.) that person may give a modified version of your feedback. So for both those reasons I started collecting my thoughts. > It sets a goal for them to strive for and get to that point where perhaps the > next place they interview for *will* accept them. Speaking personally (yet again :) I think a no can be a temporal thing. Some people will never fit your organisational culture and some will never write in the "house style" but there are many cases where a candidate isn't suitable because of where the team is at that time. I try to be a never say never guy. > Just flat-out rejecting someone without giving any kind of feedback is, imo, > a dick move. Agreed. -- You received this message because you are subscribed to the Google Groups "Ruby or Rails Oceania" group. To post to this group, send email to [email protected]. To unsubscribe from this group, send email to [email protected]. For more options, visit this group at http://groups.google.com/group/rails-oceania?hl=en.
