<story><title>No engineer has ever sued because of constructive post-interview feedback</title><url>http://blog.interviewing.io/no-engineer-has-ever-sued-a-company-because-of-constructive-post-interview-feedback-so-why-dont-employers-do-it/</url></story><parent_chain><item><author>ddelt</author><text>Hot take: you could hire someone who did absolutely well in the interview, and they could find a few weeks into the job that they loathe everyone, and go on a social media rampage.&lt;p&gt;What I’m getting at is, there will always be bad apples, or people who react in a way that damages your organization. But not providing useful feedback to people who ask for it simply because one person went crazy is punishing a lot more people because of that one. Who knows if all of their negative karma ends up being worse in the grand scheme of things?&lt;p&gt;I personally avoid applying to places that other engineers tell me to avoid because I trust their opinion more than I trust a company selling me the highlight reel in an interview. If a trusted engineer said he got a rejection in an interview, asked for feedback, and none was given, I’d avoid that place too.</text></item><item><author>kenhwang</author><text>One time we gave feedback on request and the candidate contested the feedback, then went out on a social media rampage. So yeah, we stopped after that. It only takes one bad candidate to make it not worth the effort.</text></item></parent_chain><comment><author>preommr</author><text>A company has to hire someone. So they&amp;#x27;re forced to take the risk.&lt;p&gt;They don&amp;#x27;t have to provide feedback, so they don&amp;#x27;t have to take the risk if they don&amp;#x27;t want to.&lt;p&gt;Don&amp;#x27;t really think your comparison was fair.</text></comment>
<story><title>No engineer has ever sued because of constructive post-interview feedback</title><url>http://blog.interviewing.io/no-engineer-has-ever-sued-a-company-because-of-constructive-post-interview-feedback-so-why-dont-employers-do-it/</url></story><parent_chain><item><author>ddelt</author><text>Hot take: you could hire someone who did absolutely well in the interview, and they could find a few weeks into the job that they loathe everyone, and go on a social media rampage.&lt;p&gt;What I’m getting at is, there will always be bad apples, or people who react in a way that damages your organization. But not providing useful feedback to people who ask for it simply because one person went crazy is punishing a lot more people because of that one. Who knows if all of their negative karma ends up being worse in the grand scheme of things?&lt;p&gt;I personally avoid applying to places that other engineers tell me to avoid because I trust their opinion more than I trust a company selling me the highlight reel in an interview. If a trusted engineer said he got a rejection in an interview, asked for feedback, and none was given, I’d avoid that place too.</text></item><item><author>kenhwang</author><text>One time we gave feedback on request and the candidate contested the feedback, then went out on a social media rampage. So yeah, we stopped after that. It only takes one bad candidate to make it not worth the effort.</text></item></parent_chain><comment><author>nkingsy</author><text>This is a tried and true practice in dating, and it translates well to hiring, which is basically the same thing.&lt;p&gt;Most people, ESPECIALLY people who ask you for feedback, do not want feedback. They want to get in a fight with you.&lt;p&gt;Edit: I don&amp;#x27;t remember ghosting anyone personally in either setting, but it&amp;#x27;s happened to me plenty. Getting upset about it just means you&amp;#x27;re new to the experience.</text></comment>