[renewiltord]

It would feel a little awkward for me to ask for someone to do work for me after I've determined that they're not a good fit for the company. And if it's post-interview pre-result then the problem is that they'll feel pressured to be positive.

Perhaps if it were a third party.

[alimw]

I am hardly a fan of excessive language policing, but this phrase "a good fit" bugs me. Is it common currency? To keep asking among yourselves "is this person a good fit?" seems unlikely to encourage the sort of objective assessment of a person's usefulness and talent that you'd want for your company's sake and also to stay within the law.

[_hardwaregeek]

Agreed that it's tricky, but there needs to be some feedback loop. Otherwise you end up with seriously broken processes that never get fixed. Companies tend to care about false positives more than false negatives, but there's a decent possibility that some companies have an extremely high false negative rate.

[XargonEnder]

I think glass door provides the best feedback loop because it gives me an idea of what I'm getting into when I apply.

[renewiltord]

This is true, but perhaps you could do that passively by placing candidates in a re-sample queue and seeing where they work and for how long.