Do You Tell a Job Candidate How Badly They Did?

Posted by Cliff on Wednesday January 10, 2007 @11:45AM from the let-the-job-market-sort-it-out dept.

skelter asks: "I have been lamenting with friends in the industry about interviewing woes and the candidates that we find. Consider a hypothetical job candidate comes in after some how making it through screening. In the team technical interview they prove beyond a shadow of a doubt that not only is he (or she) not as adequate as he thinks he is, but has demonstrated that he is a danger to any code base. Do you tell them? Quietly step away, usher them out and say nothing? Play with them on the whiteboard the way your cat plays with injured mice? Should you leave them as their own warning to others? Is there any obligation to guide them to gaining real experience? Can you give them any advice or is it all liability?"

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Re:Depends how much of a dick you are... by inKubus · 2007-01-10 12:00 · Score: 0, Flamebait

I'm sorry, we don't hire gay-female-Eskimo-single-parents at Acme Corporation.

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Re:We did it only once by breeze95 · 2007-01-10 16:34 · Score: 0, Flamebait

If someone asks us how they did in an interview now (and we're not planning on offering them a job), it's, "Well, we have a lot of candidates to examine, we'll contact you if we're interested in a second interview or need more information. If you have questions about your performance in the interview, we suggest you contact a career counselor who is better equipped and has the appropriate training to answer questions like that."

Your team is being a dick. Your team got burned once, and they are using that to be impolite. What does a career counselor has to do with your hiring team evaluations? How about just replying that you are not at liberty to discuss a candidate's interview performance.