[celdon25]

If it's hard work, then that's a symptom of the reasoning behind a no-hire not being sound to begin with.

And there is plenty in it for them, as the candidate may want to apply a second time at a later point, having been made aware of and improved on the areas that were identified as needing improvement. They'll be more likely to re-apply to a company that gave the feedback than to a company that didn't.

[kenhwang]

It's hard work because then you'll have to explain and document the hiring proceedings, then sanitize it before sending out, with content that's actually actionable by the interviewee. What we put in internal candidate notes is very different than what should be sent out, and someone has to do that translation.

There's also plenty of reasons a candidate didn't get hired that not really immediately correctable or not even their fault. For the latter, we do provide feedback/explanations and try to keep in touch in hopes they apply again in a couple of years. But 80% of the time we really just don't want to see the candidate again. I'd say 10% of the time, we see the candidate again, but so far, even on reappearance years later, they get the same feedback from completely different interviewing committees.