I think this a terrific interviewing method, but only if you have the metacognition to actually know why you didn't like a candidate, and the courage to tell them how they failed.
If you don't commit to that communication, you'll be an unsettling and depressing interviewer. You can't just play part of the process by the book, it really has to be all or nothing.
An interviewer has no obligation whatsoever to tell a candidate why he or she "failed" an interview. In fact, I'd say you'd be hard pressed to find one who would tell, for legal reasons. Companies hate being sued, so they're not going to tell you anything that might potentially give someone a reason to sue them.
Comments
I think this a terrific interviewing method, but only if you have the metacognition to actually know why you didn't like a candidate, and the courage to tell them how they failed.
If you don't commit to that communication, you'll be an unsettling and depressing interviewer. You can't just play part of the process by the book, it really has to be all or nothing.
An interviewer has no obligation whatsoever to tell a candidate why he or she "failed" an interview. In fact, I'd say you'd be hard pressed to find one who would tell, for legal reasons. Companies hate being sued, so they're not going to tell you anything that might potentially give someone a reason to sue them.