How to run a hiring debrief
The short answer
Collect each interviewer's scores and notes before the debrief so views aren't swayed. Review the evidence against the role's criteria, hear concerns from everyone, and let the hiring manager decide. Record the decision, the reasons and the next step, such as references or an offer.
Step by step
- 1
Collect scores first
Interviewers submit scores and notes independently.
- 2
Review against criteria
Go through each criterion with evidence.
- 3
Hear concerns
Ask the quietest interviewer first.
- 4
Decide
The hiring manager makes the call, as agreed upfront.
- 5
Record and act
Reasons, decision and next step, the same day.
Common mistakes
- Starting with the most senior person's opinion.
- Comparing candidates instead of assessing against criteria.
- Waiting days to decide.
Acta's candidate assessment template writes a scorecard from each interview, so the debrief starts from evidence.
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Who attends a hiring debrief?
Everyone who interviewed the candidate, plus the recruiter and hiring manager.
How soon should a debrief happen?
Within a day or two of the last interview, while details are fresh.