I tell disqualified candidates to their faces that I won't hire them for X reasons during interviews.
My bosses say I shouldn't do this.
Is there anything wrong with giving upfront rejections and advice on how to do better?
As long as they are legitimate reasons such as: no relevant experience/education, candidate is too experienced for the job, or it would not be a good fit with the manager/team/company then sure, but you need the head of HR to give you the OK, just in case.
>no relevant experience/education
Code for sex discrimination
>candidate is too experienced for the job
Code for age discrimination
>would not be a good fit with the manager/team/company
Code for race discrimination, among others
Just shut your mouth OP, or you'll be the one looking a job.
This. People are better off not knowing than being given information they might disagree with or interpret incorrectly.
but normally we don't care about the rejects anyway, and picking a candidate is completely a "I like this guy better" deal. If it was quantifiable and easy to define, we wouldn't ever need you in for an interview. When someone is just less qualified it's not like he can fix that either.