Interview Debrief Guidelines

Tldr: 1) Thumbs up or down, 2) what are pros and cons of candidates, and 3) Questions

Pre-Interview / Debrief

• Clearly share role and assessment criteria to all interviewers.
• Work to get everyone entering feedback in ATS before debrief (as soon as possible after the interview).
• A Debrief objective is not necessarily to make a decision as a group, but to provide data to the hiring manager.
• Not all input is necessarily weighed equally. Key partners should have veto power vs. others who have a voice. This should be identified pre-interview but not necessarily shared with everyone.
• Throughout the process where needed, work to NOT compare candidates, but rather discuss candidates against the key criteria needed for the job. [Comparison between candidates can happen at the final selection process with the Hiring Manager deciding on who to extend the offer to and considering all feedback (like salary, team dynamics, future goals for role, etc...)].
• The Recruiter is the Debrief Moderator. They give structure to the meeting, and make sure voices are heard, and questions clarified.

Debrief Agenda (max 30 minutes)

• Share this Agenda with everyone verbally at the beginning of the meeting.
• Give a quick thumbs up or down on your impression on hiring or not hiring.
• Based on interview order, go around group and share positives, and concerns, from your meeting.
• Anyone can ask questions.

Thumbs Up

• Visually show a Thumbs Up (hire) or Down (no hire) - no sideways thumbs (2 thumbs or 2 down is ok!)
• On the count of three ….