A Structured Interview Debrief: Score Evidence Before Opinions

Fix the criteria before interview one

Define job-related competencies, ask the same core questions in the same order, and use a common rating scale with behavioural anchors. OPM identifies that consistency as central to a structured interview. Check local law and approved policy, and do not ask about protected characteristics or information the decision does not require.

Score before the discussion

Each interviewer records notes tied to a specific answer and submits an independent score before seeing anyone else’s rating. Capture what the candidate said or demonstrated—not labels such as ‘like us’ or ‘has presence’. Independent scoring reduces the risk that the first speaker anchors the panel.

Investigate variance, not personalities

Start with the widest score gaps. Each assessor states the evidence behind the rating, then the panel asks whether the difference came from the answer, the interpretation of the scale, or a follow-up question. Do not average disagreement away; document the reason and change a score only when the evidence is reinterpreted against the agreed scale.

Close with an auditable decision

Record the result for each competency, the supporting evidence, any unresolved gap and the accountable decision owner. Keep selection separate from eligibility or reference checks permitted by law. Retain only what the approved retention policy requires, and apply the same rule to every candidate.

• Before: independent ratings and question-linked notes.
• During: begin with the largest variance and ask for evidence.
• After: record the decision, owner and retention period.
• Next time: revise any question that produced no usable evidence.