Feedback is such a difficult task.
I would love to give exact feedback to every candidate, but unfortunately it seems like anything somewhat specific opens you up to discrimination lawsuits or candidate backlash. I try to be as specific as possible but ultimately it's my job to protect the company.
Candidates who were declined have a tendency to interpret feedback as unfair, "fixable" or something that is up for debate, irrelevant, or discriminatory.
What are some good ways to give feedback or help a candidate improve on their flaws without putting your company's reputation at risk? Thoughts?
Many people will be understanding of the feedback and accept it, IF you tell them they will be considered for other roles in the future, and if you've already built good rapport with them. Those that get angry or hostile, or whatever....probably weren't people you wanted in the 1st place.
Just my 2 cents. :)
Things like not being professional in the interview, being negative in responses, etc. You know, those behavioral things that people do. I want to tell them so they can improve for their next interview, but I usually can't find a good/legal way to express those issues.. Ideas?
While we want there to be a 100% consistent candidate experience, sometimes we need to avoid potentially dangerous situations with people who will drag you through the quagmire.
I learned to diffuse this candidacy tendency to defend or debate by giving an analogy: "you're a brain surgeon and they are looking for a heart surgeon".