Making a Decision
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Use a Standardized Rubric:
Score candidates using a pre-determined interview rubric to ensure evaluations are objective and based solely on job-relevant criteria. For transparency, consider offering the rubric to candidates after the successful hire has been made. For guidance, refer to this template.
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Provide Feedback:
Offer a debrief meeting to unsuccessful candidates to share constructive feedback on how they could strengthen their application for future opportunities. When detailed feedback is not feasible, provide general insights on common strengths and areas for improvement.
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Communicate Promptly:
Keep candidates informed about timelines and promptly communicate any delays in the selection process. Clear communication fosters trust and respect.
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Rethink Reference Checks:
Use reference checks primarily to confirm a candidate’s previous experience (i.e. that they worked/volunteered at a given location and time). Recognize that diverse candidates may have faced discrimination in past workplaces. Allow candidates to choose references beyond their most recent supervisors, such as community leaders, volunteer supervisors, or colleagues, to provide a more comprehensive view of their skills. Notify candidates before contacting references to ensure transparency and avoid potential risks. In workplaces where the candidate is already known by others in the organization, do not do informal reference checks, as these can bias for or against an applicant. Candidates should be able to choose who they want to be contacted as a reference.
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Follow-Up with All Candidates:
Inform all candidates about the outcome of the interview process, not just those selected for the role. When possible, provide substantive feedback on what worked well and areas for improvement during the interview.
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Gather Feedback to Improve:
Administer an anonymous survey to all candidates to gather insights on the interview process. Use the results to identify strengths and areas for adjustment in future hiring practices.
Feedback/Errata