First of all: I'm not sure if my "I hate your .. way" was taken as a personal accusation of some sorts. It wasn't meant to be one.
Were these 10 responses valuable for your wife, or "We're sorry to inform you.." useless types that didn't help at all?
Not providing feedback on company time is an shady argument from my point of view as well. The decisions to hire someone that involved me (granted, maybe roundabout a dozen hires only, I don't claim to be any kind of expert here) meant that we interviewed them and usually talked about the candidates directly afterwards. Most rejects were done right there, while we discussed the very reasons, on company time anyway and by definition.
Writing them down and sending an email if you are in that situation doesn't cost your company a lot of time (Cue the "Did you sent the mail" questions: No. I never had the contact details/access to the resume and was just a code monkey involved in questioning the candidate). That's - sad.
> ... not sure if ... was taken as a personal accusation
> of some sorts. It wasn't meant to be one.
None taken.
> Were these 10 responses valuable for your wife,
> or "We're sorry to inform you.." useless types
All useless. She also got about 5 or 8 interviews, which resulted in exactly 2 rejection letters, and the remainder gave neither reply nor feedback.
> Not providing feedback on company time is a shady
> argument ... we discussed the very reasons, on
> company time anyway and by definition.
> ...
> Writing them down and sending an email if you are
> in that situation doesn't cost your company a lot
> of time
If you're blunt, honest and open, maybe not. But being careful, constructive, and defensive against counter-attack then it can be time-consuming. The argument goes "We've had the discussion, we're not going to employ them, why should we spent 30 minutes documenting the reasons, only to open ourselves thereby to the potential of a lengthy, drawn-out process of arbitration or agrument? Better to just ignore them from now on."
I don't do that, and my co-directors know that I won't. I always provide some feedback, but I'm always ultra-careful in what I say. Even then I've had stand-up knock-down arguments about opening the company to the potential for undesirable consequences.
Comments
First of all: I'm not sure if my "I hate your .. way" was taken as a personal accusation of some sorts. It wasn't meant to be one.
Were these 10 responses valuable for your wife, or "We're sorry to inform you.." useless types that didn't help at all?
Not providing feedback on company time is an shady argument from my point of view as well. The decisions to hire someone that involved me (granted, maybe roundabout a dozen hires only, I don't claim to be any kind of expert here) meant that we interviewed them and usually talked about the candidates directly afterwards. Most rejects were done right there, while we discussed the very reasons, on company time anyway and by definition.
Writing them down and sending an email if you are in that situation doesn't cost your company a lot of time (Cue the "Did you sent the mail" questions: No. I never had the contact details/access to the resume and was just a code monkey involved in questioning the candidate). That's - sad.
I don't do that, and my co-directors know that I won't. I always provide some feedback, but I'm always ultra-careful in what I say. Even then I've had stand-up knock-down arguments about opening the company to the potential for undesirable consequences.