run-a-candidate-debrief

name	run-a-candidate-debrief
category	get-hired
description	Facilitate a candidate debrief that reconciles independent evidence against predefined role criteria. Use when a hiring team must make or recommend a selection decision.

run-a-candidate-debrief

Preserve independent observations before discussion. Resolve evidence gaps without turning confidence, seniority, or vague fit into proof.

Procedure

1. Confirm the role, decision authority, scorecard, candidate stage, conflicts, and required attendees.
2. Require assessors to submit ratings and evidence before seeing group sentiment.
3. Start with must-have gates, assessment integrity, accommodations, and missing evidence.
4. Review each criterion with specific observed behavior, work sample, or verified record.
5. Separate fact, inference, prediction, and preference; ask unsupported judgments to be withdrawn or evidenced.
6. Examine rating differences for distinct observations, anchor interpretation, or evaluation bias.
7. Compare the candidate with the role standard, not with demographic or stylistic similarity to the team.
8. Decide advance, hold for bounded evidence, reject, or recommend offer using the approved rule.
9. Record rationale, dissent, evidence gaps, candidate communication owner, and any process issue.

Failure plan

• Do not reveal irrelevant protected information or let it influence the decision.
• Never backfill scorecards to match a group favorite.
• If the process treated candidates inconsistently, pause and repair comparability before selection.
• Avoid collecting extra references or work selectively to rescue only one candidate.

Done

• Independent scores, evidence, differences, and missing data are reconciled
• The decision follows the predefined role criteria and authority
• Rationale, dissent, communication, and process corrections are recorded