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.
