| I've done a fair bit of interviews with our own asynchronous video interview tool (Interactly), and I always offer people feedback on why I decided not to proceed with them. Only about 20% of people actually want to hear feedback. One of the challenges of giving feedback is that you want the decision to be final, but if you give points to improve upon then they are inclined to start negotiating with you. With asynchronous interviews it gave me a very clear record of how they responded, which made it easy for the candidate to also look back at their own input. One sales manager we interviewed had a significant background, previously having worked at high level positions with large companies. However, when I saw his interview he was incoherent in his story, made vague statements, made several statements diminishing the challenges of the job without backing those statements up, and most of all his style of presenting himself showed he would be overly aggressive for the intended audience. I gave him the feedback and instructed him to look at his own video with this in mind, and he really appreciated it. The thing is, people need detailed feedback to improve. To stay safe on the legal side it would be easy to just give binary responses, but if we're really looking at what would improve the world, it would be actually detailed responses that enable people to improve. |