Don’t underestimate the power of debriefing! Learn how to debrief with your candidate and the benefits of doing so!
1) What is a candidate debriefing?
Debriefing helps you ensure you understand the client better and you can use that info to prepare the next candidate invited to an interview.
The questions a Hiring Manager asks in an interview will reveal what’s most important to them. Recruiters who debrief with candidates after interviews can learn what kind of questions the hiring manager asked, which will give recruiters some guidance in terms of the kinds of candidates they should be looking for.
During debriefing sessions, candidates will usually share their thoughts on how the interview went (gut feeling). This can give recruiters some indication of how the search is going and how they feel about your client.
In the debriefing, the candidate will often share their further thoughts on not only the interview but also the job and company itself. This information can give recruiters a sense of the candidate’s passion — or lack thereof — for the role.
Last but not least, debriefing can help recruiters to further strengthen the candidate-recruiter relationship. A great candidate-recruiter relationship can go a long way, and if the candidate doesn’t land this particular role, they may end up being perfect for another role down the road. It has to be an honest conversation.
2) Some examples of debriefing questions
- Were you able to answer all of the interviewer’s questions well?
- Was there any question you felt you didn’t get to address well? Can you explain what happened?
- What are your overall feelings about how the interview went? Do you think the outcome will be positive or negative? Why?
- What are your overall feelings about the company and role now? Are you still feeling excited about the opportunity? Why or why not?
- Rank your motivation out of 10 (1 the worst 10 the highest)
- Would you be interested in the next steps? Did they tell you if any? Agreed on some date?