Okay, I definitely see those concerns! Unknown legal risk—especially as it relates to in many cases hiring in a lot of different countries at the same time with potentially different laws seems like a good reason not to release scores.
For me personally getting a rejection vs getting a rejection and being told I had the lowest score among all applicants, probably wouldn’t make much of a difference—it might even save me time spent on future applications for similar positions. But on that maybe just releasing quarter percentiles would be a better less brutal alternative?
I think a general, short explainer of the scoring methodology used for a hiring round could/should be released to the applicants, if only for transparency’s sake. So, explainer + raw scores and no ranking might also be another alternative?
Maybe I am misguided in my idea that ‘this could be a low-time-cost way of making sure all applicants get a somewhat better sense of how good/bad their applications were.’ I have after all only ever been on the applicant side of things and it does seem the current system is working fine at generating good hires.
Okay, I definitely see those concerns! Unknown legal risk—especially as it relates to in many cases hiring in a lot of different countries at the same time with potentially different laws seems like a good reason not to release scores.
For me personally getting a rejection vs getting a rejection and being told I had the lowest score among all applicants, probably wouldn’t make much of a difference—it might even save me time spent on future applications for similar positions. But on that maybe just releasing quarter percentiles would be a better less brutal alternative?
I think a general, short explainer of the scoring methodology used for a hiring round could/should be released to the applicants, if only for transparency’s sake. So, explainer + raw scores and no ranking might also be another alternative?
Maybe I am misguided in my idea that ‘this could be a low-time-cost way of making sure all applicants get a somewhat better sense of how good/bad their applications were.’ I have after all only ever been on the applicant side of things and it does seem the current system is working fine at generating good hires.