> Even for candidates for whom my feedback was scathing, they are still generally positive about the experience

If you have scathing feedback for someone you are interviewing, you should probably just shut up. Or at least deliver it in a different context where they aren't being held hostage and having their every reaction scrutinized. Sounds miserable, I seriously doubt they were actually "generally positive"

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joezydeco 3 hours ago | parent | next [-]

This seems like a really dangerous way to expose yourself to a discrimination suit if you slip up in your feedback, or the candidate interprets it the wrong way. And they will.

Would HR advise you to give this kind of feedback to someone you're terminating? Normally you say zero for this exact reason.

	▲	mgrebler 40 minutes ago \| parent \| next [-]
		It's interesting the legal differences between Australia and where you are from (I presume USA). In Australia, there is very little risk of lawsuits. When terminating someone, you have to have give a reason for termination (and usually warnings before hand which have to have reasons as well).
	▲	cosmotic 3 hours ago \| parent \| prev [-]
		Be the change you want to see in this world.

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N_Lens 4 hours ago | parent | prev | next [-]

“How’s life in the gulag?”

“Can’t complain!”

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nobodywillobsrv 3 hours ago | parent | prev [-]

Whole this might be true, one thing that is missing is the kinds of interviews where the candidate feels like the interviewer didn't make sense or they didn't expect it to be an interview at all at that point as it was supposed to be a chat about the team and whether it was a fit at all in the first place.

It also doesn't cover the case of junior interviewers interviewing more experienced people either by accident or by design.

There are a lot of failure modes that could simply turn into useful conversations with this approach I think.