The discussion revolves around the ethics of providing feedback to job candidates, especially those who invested time in the process. Challenges like recruiter bandwidth and potential liability concerns are examined. The speakers emphasize the importance of treating candidates respectfully and encouraging transparent communication. They also explore how AI tools can enhance recruitment efficiency and decision-making. Lastly, the value of maintaining professional connections through gratitude and networking is highlighted.
18:58
forum Ask episode
web_stories AI Snips
view_agenda Chapters
auto_awesome Transcript
info_circle Episode notes
question_answer ANECDOTE
Liability Concerns at Google and DoorDash
Nolan Church recalls Google and DoorDash citing liability concerns for not providing candidate feedback.
A colleague challenged this policy, asking how Church would feel after investing significant time without feedback.
volunteer_activism ADVICE
Feedback for Onsite Candidates
Provide feedback via phone call to onsite candidates who've invested significant time.
Set clear expectations upfront about feedback, including a "contract" to reduce liability and manage candidate expectations.
insights INSIGHT
Clarity of Identity in Feedback
Companies should define their approach to candidate feedback based on their resources and brand identity.
Thoughtful feedback, even in rejection, improves the candidate experience and long-term company image.
Get the Snipd Podcast app to discover more snips from this episode
Kelli and Nolan talk about candidate feedback during hiring processes and debate whether companies should provide feedback to rejected candidates, especially those who've invested significant time in interviews and assignments. They discuss recruiter bandwidth challenges and liability concerns while advocating for human-centered feedback approaches, especially for onsite candidates, plus advice on requesting feedback gracefully.
Support HR Heretics Sponsor: Metaview is the AI assistant for interviewing. Metaview completely removes the need for recruiters and hiring managers to take notes during interviews—because their AI is designed to take world-class interview notes for you. Team builders at companies like Brex, Hellofresh, and Quora say Metaview has changed the game—see the magic for yourself: https://www.metaview.ai/heretics
(00:00) Intro(00:13) The Core Issue: Lack of Feedback After Extensive Interviews(01:00) The Reality of Lean Teams and Bandwidth Constraints(02:15) The Liability Concern: Company Policy Against Sharing Feedback(03:00) A Shift in Perspective: Treating Candidates With Respect(04:06) The Importance of Feedback After On-Site Interviews(04:20) Setting Candidate Expectations: Establishing a "Contract"(05:49) Clarity of Identity: Defining Company Approach to Feedback(06:55) The Long-Term Impact of Thoughtful Candidate Experience(07:13) A Practical Approach: Phone Calls for On-Site Candidates(08:47) Sponsor: Metaview(10:41) Importance of Live Feedback(11:01) Worst-Case Scenarios and the Skill of Giving Feedback(12:41) Recruiters as People People - Navigating Difficult Conversations(13:29) The Need for Recruiters to Develop Hard Conversation Skills(14:00) HR BP skills on the recruiting team(14:44) The Candidate's Perspective: Managing Expectations(15:32) How to Ask for Feedback(16:28) Expanding Your Network and Paying it Forward(18:11) Don't Underestimate How Small the World Is(18:34) Wrap
This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com
“HR Heretics” | How CPOs, CHROs, Founders, and Boards Build High Performing Companies