The talent pool is not infinite, and a rejection means "we don't have a vacancy for which you are the right candidate right now", not necessarily "No way will you ever work for this company". So the core benefit of treating rejected applicants fairly, and perhaps providing them conditions under which they can re-apply ("We won't accept further applications from you in the next year, but we'd encourage you to re-apply for a suitable role after then"), and some things to work on before they could be successful in the company, then they might be an asset for the company in the future.
Likewise, companies which have a reputation for providing feedback and a polite thanks but no thanks are more likely to get applications than companies that have a reputation for ghosting.
> You can start arguing
Just have a rule that all communications with the candidate go through HR (or the person responsible for coordinating hiring overall in a smaller company), and then if they reply at all to candidates arguing, just have them be firm that under policy, the decision has been made, and can't be reviewed. It's okay to ignore further correspondence if they argue.
> these emails can go public with harm to their reputation
What's worse though, a reputation for ghosting candidates, or a reputation for privately sending transparent but polite feedback based on the interviews?
The talent pool is not infinite, and a rejection means "we don't have a vacancy for which you are the right candidate right now", not necessarily "No way will you ever work for this company". So the core benefit of treating rejected applicants fairly, and perhaps providing them conditions under which they can re-apply ("We won't accept further applications from you in the next year, but we'd encourage you to re-apply for a suitable role after then"), and some things to work on before they could be successful in the company, then they might be an asset for the company in the future.
Likewise, companies which have a reputation for providing feedback and a polite thanks but no thanks are more likely to get applications than companies that have a reputation for ghosting.
> You can start arguing
Just have a rule that all communications with the candidate go through HR (or the person responsible for coordinating hiring overall in a smaller company), and then if they reply at all to candidates arguing, just have them be firm that under policy, the decision has been made, and can't be reviewed. It's okay to ignore further correspondence if they argue.
> these emails can go public with harm to their reputation
What's worse though, a reputation for ghosting candidates, or a reputation for privately sending transparent but polite feedback based on the interviews?