Feedback is such a difficult task.
I would love to give exact feedback to every candidate, but unfortunately it seems like anything somewhat specific opens you up to discrimination lawsuits or candidate backlash. I try to be as specific as possible but ultimately it's my job to protect the company.
Candidates who were declined have a tendency to interpret feedback as unfair, "fixable" or something that is up for debate, irrelevant, or discriminatory.
What are some good ways to give feedback or help a candidate improve on their flaws without putting your company's reputation at risk? Thoughts?