POST-INTERVIEW

DEBRIEF
FACILITATOR GUIDE


A proper Post-Interview Debrief is one of the most important parts of an effective interview
process. The job of facilitating these conversations is difficult because you must manage a
variety of different stakeholders who are at different levels in the organization and who all have
different opinions. The following ground rules should help provide a framework for these
discussions and help you manage your team to a more data-driven hiring decision.

THE GROUND RULES

1. One person is assigned to lead and facilitate the call or meeting.
2. Everyone talks. Capture: Interviewer – Focus – Observations - Recommendation
3. Start with the least senior person on the team to avoid “follow the leader” agreement.
4. Don’t compare candidates against each other -- compare candidates against the
requirements of the job and the competencies they were assessed against.
5. Talk less about “fit” -- talk more about the “unique value added” by each candidate.
6. Decision should be made by consensus. No one person holds the decision.
7. In the case of a tie, choose the candidate who adds the most unique value.
8. If you can’t reach a decision, identify the next steps to determine how to quickly reach
agreement on a yes/no decision. (Reference check, another call/round, etc).
9. Use the “Hiring Decision Checklist” if you want to add more rigor to your final decision.
10. Gain alignment on who will reach out to the candidates and when.

KEY TOOLS TO REFERENCE

Candidate Evaluation Forms, Hiring Decision Checklist, Resumes, Job Description

*Use the Hiring Decision Checklist to help facilitate discussions during the PID. You can also
use it as a final decision exercise by reviewing from start to finish before making a final decision.
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POST-INTERVIEW DEBRIEF: NOTES
CAPTURE NOTES BELOW

Date: Requisition #:
Position: Interview Round:
Manager: Facilitator:

KEY QUESTIONS TO ASK:

1. What areas were you assigned to focus on during the interview?
2. In what ways did the candidate display high performing characteristics in those areas?
3. In what areas are you concerned about their ability to succeed in this role?
4. Are the concerns coachable? Are they deal breakers?
5. In what ways will they strengthen the team? In what ways will they weaken it?
6. Do you recommend we move them forward in the process?
7. What are next steps. What else do we need to discuss?
*Use the Hiring Decision Checklist to ask additional probing questions.


INTERVIEWER: DECISION




INTERVIEWER:




INTERVIEWER:




INTERVIEWER:




INTERVIEWER:




FINAL DECISION & NEXT STEPS:
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