Ask HN: Should we see the scorecards from our interviews after getting hired? | Hacker News Reader

Ask HN: Should we see the scorecards from our interviews after getting hired?

10 pointsnimbus300111 comments

So much time is spent writing interview feedback.

I think it would provide tremendously helpful feedback. And probably some amazingly awkward interactions with new teammates.

View on HN

One of the first things I do after I join is search my name in slack and any form of shared file storage.

I suspect the feedback would only really be helpful for future interview performance, very different from on-the-job feedback. An interview is such a short and unnatural process that you're likely to see incorrect conclusions, skewed by the exact questions asked, time pressure, etc.

I'm very curious to hear anyone's experience reading their own interview feedback.

I'm wondering if you interview for a company in California, if you have the right to request a copy of all internal communication and notes / feedback written about your interview by those interviewing you, and also, if you have the right to demand that they then erase all information from their systems. Any attorneys who can chime in?

I think you do.

Tangential but a while ago I got an offer from Meta London and then used GDPR to request my interview feedback. It had some interesting comments.

can you share the response/comments?

in the US you probably can't use GDPR, so I'm wondering what california law says about all this.

would be great if an attorney came up with a "standard template" anyone can use to request the above.

I saw my interviewers notes in our teams SharePoint.

Mixed emotions after knowing that i was almost not hired for being younger / having less experience than expected for the role. 7 years now in the same company and the same person has claimed that I hired him multiple times over the years.

Your interviewer claims that you actually hired him?

I think you should even if you don't get hired. Our company keeps the score cards for 6 months and anyone interviewing can request to see them. No one ever does.

Do you tell them they can see them?

Really it should be on your manager to develop a growth plan for your first 3, 6 and 12 months based on your perceived skills and weaknesses.

protip: do not rely on your company or manager for growth, development, career progression, etc. although they may often mention and talk about these things, thats mainly marketing and unlikely to lead to meaningful outcomes.

Reply on news.ycombinator.com