Wow! This is really good! I think the general advice is great, and I really appreciate your candidness: Revealing the data and the materials you used, as well as the level of detail regarding your process. This isn’t something that is usually written and I’m sure it’ll help a lot of people facing hiring challenges for EA orgs...
I can add a little about my own experience and process regarding rejection (which I agree is one of the hardest parts):
1. I try to honestly explain to candidates why they were rejected (usually by mail, sometimes by phone). This is usually possible for almost any candidate who has had an interview that wasn’t very short (with the exception of a few candidates that I have a very strong impression that they don’t want to hear it). Specifically, if possible, I try to answer the question of “What would need to change for you to be accepted in a year”. I started out very nervous about how candidates will receive it and have been surprised at how much it’s appreciated.
2. I really agree with what you wrote about not being a jerk, and that timely answers are an important part of it. This is especially true for rejection, partly because it’s easy for us to procrastinate making a decision when that decision is uncomfortable.
3. I think it’s important to make everything is worded precisely and clearly and leaves no room for misinterpretation. Be careful not to give false hope that you might still reconsider (if that’s not true), don’t write something that might be interpreted as hinting at some hidden reasons for the rejection, etc. This isn’t the place for writing with style. It should be optimized for conciseness and clarity. This is also why I usually send rejections by email, rather than phone. Phone calls are more personal but I can look over what I write in an email and make sure it says exactly what I mean.
4. In cases where I have a good impression of a candidate but there isn’t a fit, I offer to intro them to people I know who are also hiring for similar roles at other orgs\companies. It’s a good way of helping everyone involved and shows that I really do believe they can be great for other roles\orgs.
Thanks for the advice! I think #3 in particular is important, as it’s easy for someone trying to be nice to cause even more issues by not being sufficiently clear or blunt
Wow! This is really good!
I think the general advice is great, and I really appreciate your candidness: Revealing the data and the materials you used, as well as the level of detail regarding your process.
This isn’t something that is usually written and I’m sure it’ll help a lot of people facing hiring challenges for EA orgs...
I can add a little about my own experience and process regarding rejection (which I agree is one of the hardest parts):
1. I try to honestly explain to candidates why they were rejected (usually by mail, sometimes by phone). This is usually possible for almost any candidate who has had an interview that wasn’t very short (with the exception of a few candidates that I have a very strong impression that they don’t want to hear it). Specifically, if possible, I try to answer the question of “What would need to change for you to be accepted in a year”. I started out very nervous about how candidates will receive it and have been surprised at how much it’s appreciated.
2. I really agree with what you wrote about not being a jerk, and that timely answers are an important part of it. This is especially true for rejection, partly because it’s easy for us to procrastinate making a decision when that decision is uncomfortable.
3. I think it’s important to make everything is worded precisely and clearly and leaves no room for misinterpretation. Be careful not to give false hope that you might still reconsider (if that’s not true), don’t write something that might be interpreted as hinting at some hidden reasons for the rejection, etc. This isn’t the place for writing with style. It should be optimized for conciseness and clarity. This is also why I usually send rejections by email, rather than phone. Phone calls are more personal but I can look over what I write in an email and make sure it says exactly what I mean.
4. In cases where I have a good impression of a candidate but there isn’t a fit, I offer to intro them to people I know who are also hiring for similar roles at other orgs\companies. It’s a good way of helping everyone involved and shows that I really do believe they can be great for other roles\orgs.
Thanks for the advice! I think #3 in particular is important, as it’s easy for someone trying to be nice to cause even more issues by not being sufficiently clear or blunt