Comment Feedback is a no-win situation (Score 1) 702
I've given hundreds of technically interviews, and I never, ever give feedback directly. It's not because I am mean or lazy, there is just no good reason to, and lots of reasons not to.
First and foremost is liability. If you tell someone they did well in the interview, and they don't get an offer, that is just ammo for a lawsuit. On the flip side, if I politely tell someone they suck, and they get hired, I don't want them in the cube next to me.
Next on my list is the big stupid argument factor. Feedback isn't about personal improvement. It is about damage control, and I'm just not interested in hearing how I misunderstood your response or I asked the wrong question or whatever excuse you make up for flubbing a question. Don't solicit my opinion just to tell me why I am wrong.
Finally, the technical interviewer doesn't always have all the facts to give feedback. They may be interviewing for several open reqs, and I don't know what the salary ranges are or what the interviewee is asking for. I don't want to say you had a pretty good interview, then have HR say you aren't qualified for the super senior position you had your eye on. I also don't want to impact salary negotiations by building you up too high.
First and foremost is liability. If you tell someone they did well in the interview, and they don't get an offer, that is just ammo for a lawsuit. On the flip side, if I politely tell someone they suck, and they get hired, I don't want them in the cube next to me.
Next on my list is the big stupid argument factor. Feedback isn't about personal improvement. It is about damage control, and I'm just not interested in hearing how I misunderstood your response or I asked the wrong question or whatever excuse you make up for flubbing a question. Don't solicit my opinion just to tell me why I am wrong.
Finally, the technical interviewer doesn't always have all the facts to give feedback. They may be interviewing for several open reqs, and I don't know what the salary ranges are or what the interviewee is asking for. I don't want to say you had a pretty good interview, then have HR say you aren't qualified for the super senior position you had your eye on. I also don't want to impact salary negotiations by building you up too high.
