The post-interview debrief is a crucial step for making fair and objective hiring decisions. A well-run debrief ensures you evaluate candidates consistently and select the best person for the role.
1. Prepare in Advance
Collect Feedback: Before the meeting, ensure all interviewers have submitted their feedback and scores on a pre-defined scorecard to prevent "groupthink."
Review Requirements: Have the job description and key competencies on hand to keep the discussion focused on how each candidate meets the criteria.
2. Run an Effective Meeting
Go Candidate by Candidate: Discuss one candidate at a time to keep the conversation focused and prevent confusion.
Share Structured Feedback: Ask interviewers to provide specific, evidence-based feedback from their notes.
Address Discrepancies: Use notes to explore any differences in feedback, seeking to understand various perspectives to form a complete picture.
3. Make a Decision and Plan Next Steps
Reach Consensus: Facilitate a discussion to reach a collective hiring decision. Be clear on why a candidate may not be a good fit.
Communicate with the Recruiter: Provide a clear "go/no-go" decision and summary feedback. This is vital for the recruiter to manage both successful and unsuccessful candidates respectfully.
4. Remember GDPR Compliance
Candidates have the right to request all written feedback about them. This includes notes and informal messages (like Slack). Always ensure your feedback is professional and something you would be comfortable with the candidate seeing.
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