In discussions (both online and in-person) about applicant experience in hiring rounds, I’ve heard repeatedly that applicants want feedback. Giving in-depth feedback is costly (and risky), but here is an example I have received that strikes me as low-cost and low-risk. I’ve tweaked it a little to make it more of a template.
“Based on your [resume/application form/work sample], our team thinks you’re a potential fit and would like to invite you to the next step of the application process: a [STEP]. You are being asked to complete [STEP] because you are currently in the top 20% of all applicants.”
The phrasing “you are currently in the top 20% of all applicants” is nice. I like that. I haven’t ever seen that before, but I think it is something that EA organizations (or hiring teams at any organization) could easily adapt and use in many hiring rounds. While you don’t always know exactly what percentile a candidate falls into, you can give broad/vague information, such as being in the top X%. It is a way to give a small amount of feedback to candidates without requiring a large amount of time/effort and without taking on legal risk.
In discussions (both online and in-person) about applicant experience in hiring rounds, I’ve heard repeatedly that applicants want feedback. Giving in-depth feedback is costly (and risky), but here is an example I have received that strikes me as low-cost and low-risk. I’ve tweaked it a little to make it more of a template.
The phrasing “you are currently in the top 20% of all applicants” is nice. I like that. I haven’t ever seen that before, but I think it is something that EA organizations (or hiring teams at any organization) could easily adapt and use in many hiring rounds. While you don’t always know exactly what percentile a candidate falls into, you can give broad/vague information, such as being in the top X%. It is a way to give a small amount of feedback to candidates without requiring a large amount of time/effort and without taking on legal risk.