To complete the form effectively, interviewers should focus on evidence over impressions and be ready to reflect on specific areas. Here’s how to prepare:
🎯 1. Know What You’re Assessing
Before the interview, review:
- The job description
- The interview strategy
- The competency categories in the feedback form (e.g. Leadership, Ownership, Communication)
Ask yourself:
What does good look like in each category for this role?
🧠 2. Listen for Signals, Not Just Stories
- Use behavioral anchors (e.g., “Tell me about a time…”) to elicit real examples.
- In your notes, capture what they did, why they did it, and what happened.
Example: “Created a project checklist to improve team handoffs—reduced rework by 40%.” → Strong Ownership
✍️ 3. Capture Strengths with Evidence
The form asks what strengths stood out. Avoid vague statements like “seems like a good leader.”
Instead, write:
“Clearly described leading 12-person team through scope changes—stayed on schedule, built trust with client.”
⚠️ 4. Note Risks or Open Questions Thoughtfully
The form prompts: “What (if anything) gives you pause?”
This isn’t about nitpicking—it’s about surfacing uncertainties with context.
Example:
“Struggled to describe how they handle feedback—may require coaching in this area.”
🧰 5. Consider Tools and Support
The form asks what resources or onboarding they’ll need to succeed. Pay attention during the interview for:
- Gaps in experience
- Learning mindset
- Ability to ask for help or describe ideal working conditions
👍 6. Be Ready to Vote (Yes / No / With Conditions)
Think in terms of:
- Would you hire them onto your team? Why or why not?
- If you’re hesitant, what would need to be true to change your vote?
⏱ Pro Tip: Take 2 Minutes Post-Interview to Summarize Your Notes
Immediately after the call, write:
- Top 2 strengths
- Any concern or unclear area
- Whether you’d want to work with this person
This preps you to complete the form quickly and thoughtfully, while it’s still fresh.
