Candidate Interview Debrief

Purpose

Convert separate interviewer notes into one comparable evaluation without turning impressions into facts. The result shows competency evidence, rating rationale, panel disagreement, and decision gaps.

Scope

Cover the role scorecard, interview plan, interviewer notes, question responses, ratings, recommendations, and debrief discussion. One candidate and one role per run.

Excluded: legal or protected-characteristic inferences, reference checks, compensation decisions, contacting candidates, and recording a hiring decision as final.

Data basis

• Role description and approved competency scorecard.\n- Interview plan with interviewer, competency, question, and rating-scale columns.\n- Candidate interview notes, panel ratings, recommendation fields, and debrief transcript.\n- Run input identifying the candidate and role.

Result

A candidate decision memo plus an evidence sheet with one row per competency and interview signal, a disagreement log, and a follow-up-question list.

Quality criteria

• Every rating cites the note, question, or debrief row that supports it.\n- The same rating scale and competency definitions are applied to every interviewer.\n- Observed answer, interpretation, and recommendation occupy separate fields.\n- Missing evidence is not scored as failure; disagreement remains visible.\n- No protected attribute or personality diagnosis is inferred.\n- The memo count of strengths, risks, and open questions matches the evidence sheet.

Instructions

Use the approved role scorecard before any general hiring convention. Preserve each interviewer’s original rating and explain any normalized rating. Treat a competency as unassessed when no question-level evidence exists. Reconcile duplicate notes by retaining both citations. A panel consensus may be reported only when the debrief explicitly records it; otherwise label the result as a proposed synthesis. Keep the memo decision-neutral when the evidence does not support a recommendation.

Adapt before use

• Add the approved role scorecard and interview rubric to the fixed scope.\n- Define rating labels, minimum evidence rules, and the meaning of a panel consensus.\n- Set privacy, retention, and access rules for candidate notes.\n- Name the role responsible for reviewing unresolved hiring evidence.