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Do You Tell a Job Candidate How Badly They Did?

Posted by Cliff on 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?"

3 of 702 comments (clear)

  1. Re:Depends how much of a dick you are... by inKubus · · Score: 0, Flamebait

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

    --
    Cool! Amazing Toys.
  2. Re:Depends how much of a dick you are... by Pig+Hogger · · Score: -1, Flamebait
    We QI Educated Brits know that Eskimos and Inuits are NOT the same thing. Inuits are a strict subset of Eskimos
    Here's the typical limey cluelessness at work of the slimy limey who barges-in, colonizes, suck the life out of the colonizees and then fucks-off back to the britshit country, happy as a clam and as stupid as he ever was.

    (We know: we've had to deal with limey cluelessness for a quarter millenium here in Québec).

    "Eskimo" is a cree insult hurled at inuit people. It means "raw meat eater".

    When you say "eskimo", you're just as clueful as any stupid redneck who says "nigger". And you deserve as well to be beaten-up.

    So you totally failed at impressing us with your "education" (more like a lack of).

  3. Re:We did it only once by breeze95 · · 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.