[Hiring Manager Interview Guide - 2]

Evaluate Fairly (Even When You’re Torn)

Great hiring is not about finding perfect candidates, it is about thoughtful decision, even when there is uncertainty.

Why This Matters

You have just finished a round of interviews. Maybe someone stood out. Maybe you are torn between two very different strengths. Or maybe no one was quite “it”, but you are unsure what is missing. Whatever the situation, evaluation is where many hiring decisions get stuck.

This section helps you move forward confidently and fairly, even when the answers are not obvious.

Ditch the Checklist Mentality

Candidates are more than bullet points on a CV. Instead of asking, “Did they tick every box?”, ask:

• Can they do the job or grow into it quickly?

• Will they strengthen our team’s balance?

• Did they show potential, even if they were not polished?

Remember: Even top hires rarely check all the boxes upfront. Hire for impact, not perfection.

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​Use Structure but Stay Human ​ ​ Structured evaluation helps reduce bias, but you do not need a complex system. Just focus on consistency. ​ Try this simple method: For each core area (e.g. communication, problem-solving, role fit), note: What did I observe? How strong was their response? (e.g. 1-5 or just: weak/neutral/strong) What is my confidence level in that judgement?

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Pro tip: Jot this down immediately after the interview, do not wait. Memory fades fast.

What If You’re Torn?

It happens. Two candidates bring different strengths, or you liked one, but you are not sure they are right.

Try asking:

• Who would add the most value to the team as it stands today?

• Who would be harder to replace in the market?

• Who feels more ready for what this role needs right now?

Your recruiter can help here. Share your thoughts openly and ask for their view. They see patterns across the market that you may not.

Avoid Common Bias Traps

Bias is not always loud; it is often subtle.

Watch for:

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Quick gut-check: If another candidate had said the same thing, would I rate it the same?

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When It’s Not a Yes, But Not a Definite No Either If a candidate did not blow you away but you are not sure they should be ruled out: Discuss openly with your recruiter. They can probe further in follow-ups ​ Ask:What would I need to see or hear next time to feel more confident? ​ Consider if they would thrive with the right onboarding and support Sometimes the best hires start as maybes. Be open – but also honest with yourself.

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Be Transparent with Feedback

Your recruiter cannot support the process without clear input. Even a few sentences help them move faster or adjust course.

Share:

• Your top takeaways (positive or negative)

• Your confidence level in hiring the person

• Whether they should move forward, stay warm, or be ruled out. And why.

Reminder: Quick feedback ≠ rushed decision. It simply respects the process.

Quick Post-Interview Evaluation Checklist: ✔ I recorded my impressions immediately ​ ✔ I evaluated based on behaviour and examples, not just vibes ​ ✔ I reflected on my own biases ​ ✔ I gave clear feedback to my recruiter ​ ✔ If I’m torn, I discussed it rather than delaying decisions ​

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​Looking to expand your team?