What are the best practices for debriefing with hiring managers and assessors?

Candidate debriefing is a critical step in the overall hiring process for a few reasons, but most of all to promote a fair and informed hiring decision. It allows interviewers and the hiring manager to communicate directly about the role and ensure there is a fair and consistent process in the evaluation of candidates while mitigating potential biases. The step is also beneficial in ensuring clear alignment on the needs of the business as well as the skills needed to fill a potential gap and ultimately hiring the best talent for current and future growth.

I would add that it allows the candidate to have a clear understanding of the role as well in order to make the right decision for themselves.

I agree wholeheartedly with Robert Galvan - all too often the process can seem like a proving ground for the candidate to "make the cut" and an organization to stack the deck in their favor by highlighting all the pros of the company i.e. putting on their "best face" during the assessment- benefits, bonuses, company holidays etc. Often this can lead to a lack of transparency and the sharing of challenges an organization faces, or a particular job faces whereby a candidate can make an educated decision. Make no mistake it's a future "relationship" (employee /company) and healthy relationships are open and honest with the pros and cons, the good and opportunities for improvement. Don't be afraid to be assessed while assessing.

The debrief/selection review meeting is an essential final step in the selection process when deciding who to hire. It's done at it's best when all interviewers come together to discuss feedback and insights based on what they saw or heard during the interviews. It's facilitated and led by the recruiter ensuring that all interviewers feedback has been heard. Challenging interviewer bias is important to make sure that selection decisions are aligned to the predefined success criteria right at the very start of the recruiting process, the recruiter plays a pivotal role to make sure selection decisions are fair and the best candidate is selected.

Debriefing is an essential step in the hiring process, as it allows hiring managers and assessors to share feedback and insights about candidates and make more informed hiring decisions. By debriefing after each stage of the hiring process, managers and assessors can ensure that they are evaluating candidates consistently and fairly, while also identifying any biases or areas for improvement. Additionally, debriefing can help to build consensus and buy-in among team members and ensure that everyone is aligned on the criteria and values that are most important to the organization.

Three questions that may help you facilitate a candidate debrief or calibration meeting: 1.How might the candidate's skills help our team tackle challenging tasks and bring fresh ideas? 2. What aspects of the candidate's interactions and background do you think align with our team's values and goals? 3. Are there any concerns or reservations about the candidate that we should discuss before proceeding with an offer? I have used these questions several times in past debriefs. In several instances, discussion that stems immediately from the first question can often provide answers to questions two and three without having to ask them directly or separately.

To prepare for a debriefing with hiring managers and assessors, it's important to have a clear understanding of the hiring process, the job requirements, and the qualifications and skills that are most important for the role. This includes reviewing resumes, interview notes, and assessment results to identify strengths and weaknesses and gather feedback on each candidate. It's also important to set clear expectations for the debriefing, establish a structured agenda, and provide guidelines for evaluating candidates to ensure consistency and fairness. By preparing thoroughly for debriefing sessions, hiring managers and assessors can maximize the value of the feedback and insights they receive and make more informed hiring decisions.

To conduct a debriefing with hiring managers and assessors, it's important to establish a structured agenda and provide guidelines for evaluating candidates to ensure consistency and fairness. Start by reviewing each candidate's resume, interview notes, and assessment results, and gather feedback from each team member on their strengths and weaknesses. Discuss any discrepancies or areas of disagreement, and work to build consensus on the most qualified candidates for the role. Additionally, use the debriefing session as an opportunity to identify areas for improvement in the hiring process and adjust your approach as needed.