Record what happened, not just how it felt
Interviewers contribute relevant observations; the recruiting system remains the record.
Describe what the candidate said or did and connect it to an agreed role outcome. Separate that observation from your interpretation, and identify any question the evidence has not answered.
Use the organization's recruiting process for interview notes and applicant information. The examples here are guidance, not a recruiting-system record, rating scale, or scoring policy.
Worked example: replace an impression with an observation
A concise example helps the panel discuss the same work evidence.
Role outcome: explain a work trade-off
In this fictional Northstar Works example, the panel is exploring how a candidate explains a trade-off in a cross-functional project.
- Less useful: “Seemed confident.” This does not say what was observed or how it relates to the role.
- More useful: “Described choosing a smaller launch scope to keep the agreed delivery date; explained the impact on two dependent teams and said they checked each team's understanding.”
- Question to discuss: “The example explains the trade-off; what further evidence would clarify how changing priorities were communicated?”
Separate observation, interpretation, and open question
A discussion reference—not a form or replacement for the recruiting system.
| Contribution | Example | What it helps the panel do |
|---|---|---|
| Observation | Explained a scope change, its effect on two teams, and how understanding was checked. | Discuss what was said or done in relation to the role outcome. |
| Interpretation | This may be relevant to explaining cross-functional trade-offs. | Make the reasoning visible and compare it with the agreed outcome. |
| Open question | The example did not clarify how the person would handle a later priority change. | Name what remains unknown rather than filling the gap with an assumption. |
Next: discuss the evidence
Keep applicant-specific notes and decision records in the recruiting system.
Share interview evidence through the organization's recruiting process.
Compare observations with outcomes agreed in the role brief.
Bring differences or unanswered questions to the hiring discussion.
Continue to Make the decision.