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Exchange feedback with candidates

Warren Gifford requested to merge exchanging-feedback into main

Created by: nicksnyder

This PR is mostly to start a discussion (I didn't spend much time thinking about the words in the diff).

I think we should figure out how to exchange feedback with candidates.

  1. We value people and transparency, and I think sharing feedback that we collect in our interview process would be something that makes our candidate experience exceptional. I have spoken with other engineering managers who have done this and made it part of their interview process (i.e., send feedback and see how candidates respond).

  2. We should be more explicitly soliciting feedback from candidates on our interview process (we used to do surveys but haven't recently AFAIK), but this is hard to justify if we don't provide feedback ourselves.

  3. Communicating reasons gives the candidate an understanding if/when they should apply again in the future, and also if they know of anyone who could be a better fit. I have had multiple candidates refer someone else after I rejected them and gave them specific reasons! Examples from the last month:

    I wanted to say thank you again for your transparency, and for the nicest rejection letter I've ever received! ... I have been telling a few friends about ya'll

    Understood and thanks for the follow up. I enjoyed chatting with you all. I may have a suggestion for someone that might be better for the role.

In practice, I think this means that hiring managers should:

  1. Own sending rejection notes (not recruiting coordinator)
  2. Have their own template in their own voice. That template should include a place to plug in custom context for that candidate.

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