Run an evidence-first debrief
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Begin with the agreed criteria and independent evidence, not a round of overall likes and dislikes. Discuss the largest discrepancies and missing information. Decide whether a follow-up is proportionate and apply the same logic across candidates. Avoid repeatedly adding stages because nobody wants to own a decision. The final record should explain strengths, concerns, essential thresholds and the accountable decision maker. Communicate the outcome within the agreed process. Review whether questions actually differentiated relevant evidence and revise the guide for future searches, preserving the version used in this one.
Worked example
A senior panel member prefers one candidate, but the debrief first reviews each criterion. A missing technical example leads to the same short follow-up opportunity offered to comparable candidates, rather than an informal extra conversation for the favourite.
Put it into practice
Write a debrief agenda and decision note for a split panel.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Show individual evidence before the overall recommendation. Record the reason for any follow-up and how comparable candidates are treated. End with a decision owner and communication action.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.