Debrief & Decision — Job Aid
Run the debrief in 5 steps
- Score independently first. Every interviewer submits scores + evidence before anyone shares an opinion.
- Reveal together. Put scores side-by-side. Invite the lowest scorer to speak first (defeats groupthink).
- Debrief by competency, not "overall." Walk the 1–5 profile competency-by-competency (defeats halo).
- Reconcile on evidence, not rank. "What did they actually say or do that earns that score?" Re-anchor to the BARS.
- Decide & document. Pick one category; write evidence → score → decision.
Interrupt these three
- Groupthink → independent scores; lowest scorer first.
- Halo / Horn → score each competency on its own evidence.
- Loudest voice / seniority → confidence isn't evidence; rank doesn't outweigh cited behavior.
⛔ Gates — these override a high average
A true professionalism red flag (dishonesty, ethics lapse, refusal of accountability) or an unsafe clinical disposition / missed red flag in the case station sends the candidate to Hold (clinician review) or Do Not Move Forward — regardless of other scores.
Choose the decision
| Decision | When | Next step |
|---|---|---|
| Ready to Hire | Strong across competencies (mostly 4–5), no flags, safe case disposition. | Recommend offer; document strengths; handoff to TA. |
| Hire with Targeted Ramp Support | Generally strong + one or two coachable gaps (non-safety). | Offer + named 30/60/90 ramp plan; assign mentor/precept. |
| Hold / Needs More Evidence | Key competency unscored or evidence too thin; mixed signal. | Get the missing evidence: 2nd interview, case station, another clinician, references. |
| Do Not Move Forward | Core 1–2s, unresolved gate, or unsafe clinical judgment. | Decline promptly & respectfully; document rationale. |
Bring others back in when…
- TA → decision reached: offer/decline, logistics, candidate communication, scheduling a Hold's 2nd interview.
- Another clinician → Competency #1 thin/uncertain, or a case-station safety concern needs a second clinical read.
- Clinical leadership → a gate is triggered, a borderline high-stakes call, scope/licensure questions, or evidence can't reconcile a disagreement.
TA never signs off on clinical judgment (Competency #1) — that stays with a qualified clinician.
Candidate experience
Be timely (strong clinicians have options) · Be respectful in declines · Keep decline language job-relevant & brief ("we've decided to move forward with other candidates") · no invented feedback, no protected-category reasoning · same structure for every candidate.
Rationale template
"Recommendation: {{category}}. {{Competency}} {{1–5}} ({{cited evidence}}). … Red flags: {{none / named gate}}. Case station: {{safe? role-calibrated}}. Composite {{x.x}} / {{band}}."