For the Animal Advocacy Careers scenario, I think the feedback was provided to everyone who was rejected, but I’m not sure about that. I’d estimate maybe a 30% chance that I am wrong.
For my idea about including a checkbox that allows applicants to opt in to feedback, I haven’t put much thought into the specifics about how giving feedback would work. These are rough an unpolished ideas, but I’ll do some spitballing:
Everyone who fills out an application form is prompted to select whether they would like feedback in case of rejection.
People who are rejected and then reach out to request feedback are usually given feedback, unless we have some specific reason to not give the feedback.
The feedback itself should lean toward being useful for the applicant. Thus, rather than saying “you didn’t demonstrate strong excel skills in the interview,” something more like “you didn’t demonstrate strong excel skills in the interview, and here are some links for resources that are good for learning how to do excel at an intermediate/advanced level.”
People who reach the later stages of the application process and then are rejected are actively asked if they would like to get feedback from the organization.
The farther someone gets in the process the more likely they are to get feedback.
The farther someone gets in the process the more detailed and useful the feedback is.
I haven’t thought much about legal risk, which is a very big area that I want addressed before implementing this.
Ah sorry I replied to the parent comment—we only gave feedback to people who requested it. From memory people rejected at the interview stage were told they could request feedback if they wanted, while people rejected before the interview stage were not told this, but sometimes requested and were given short feedback anyway.
When applicants requested feedback, did they do that in the application or by reaching out after receiving a rejection?
For the Animal Advocacy Careers scenario, I think the feedback was provided to everyone who was rejected, but I’m not sure about that. I’d estimate maybe a 30% chance that I am wrong.
For my idea about including a checkbox that allows applicants to opt in to feedback, I haven’t put much thought into the specifics about how giving feedback would work. These are rough an unpolished ideas, but I’ll do some spitballing:
Everyone who fills out an application form is prompted to select whether they would like feedback in case of rejection.
People who are rejected and then reach out to request feedback are usually given feedback, unless we have some specific reason to not give the feedback.
The feedback itself should lean toward being useful for the applicant. Thus, rather than saying “you didn’t demonstrate strong excel skills in the interview,” something more like “you didn’t demonstrate strong excel skills in the interview, and here are some links for resources that are good for learning how to do excel at an intermediate/advanced level.”
People who reach the later stages of the application process and then are rejected are actively asked if they would like to get feedback from the organization.
The farther someone gets in the process the more likely they are to get feedback.
The farther someone gets in the process the more detailed and useful the feedback is.
I haven’t thought much about legal risk, which is a very big area that I want addressed before implementing this.
Thanks for such a thorough response! I am also curious to hear Oscar’s answer :)
Ah sorry I replied to the parent comment—we only gave feedback to people who requested it. From memory people rejected at the interview stage were told they could request feedback if they wanted, while people rejected before the interview stage were not told this, but sometimes requested and were given short feedback anyway.