> If you/your company doesn't have a policy of sending personal feedback please consider doing this at least for junior people.
If you want to keep your job, don't follow this advice. Honestly, I would love nothing more than giving junior people (all people in fact) feedback on why they didn't get the job, but people will sue at even the slightest hint of any type of potentially litigious situation. It's even worse when the person is in a position of desperation ("I can't pay rent because I can't find a job...oh what this lawyer is going to take my case on a performance basis...heck ya, let's sue those assholes!"). Most of these cases get settled because no one wants to deal with them and it's easier to just pay the problem to go away, so they're easy wins.
Seriously, most good honest HR people WANT to give rejected candidates feedback, but asking them to benevolently provide feedback at the risk of their own job won't earn you many friends.
If you want to keep your job, don't follow this advice. Honestly, I would love nothing more than giving junior people (all people in fact) feedback on why they didn't get the job, but people will sue at even the slightest hint of any type of potentially litigious situation. It's even worse when the person is in a position of desperation ("I can't pay rent because I can't find a job...oh what this lawyer is going to take my case on a performance basis...heck ya, let's sue those assholes!"). Most of these cases get settled because no one wants to deal with them and it's easier to just pay the problem to go away, so they're easy wins.
Seriously, most good honest HR people WANT to give rejected candidates feedback, but asking them to benevolently provide feedback at the risk of their own job won't earn you many friends.