Post-interview debrief with HR?

Typically, interviewers get together with HR to calibrate the decision. HR has no decision authority, rather plays the moderator. It happens frequently that among interviewers there are different opinions as to whether it is a hire or turndown. This is why these debriefs are important to calibrate the decision reach a joint hire/turndown agreement. Warm regards, Frederic 

Hi there,

The scorecard frames the decision discussion to:

• Debias interviewers for their decision
• Align on same markers to assess candidate’s profiles
• Collect feedback from several interviews to be shared with candidates

HR only moderates the discussion and ensure everyone is following the process.

Best,

Alberto

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Hi,

The scorecard is the basis for the decision. Even if interviewers don't fill it up (which sometimes happens as the process slips), interviewers will have a POV on the decision that is either:

• A score based on the scorecard
• A clear yes or no (its so obvious that you don't need to list the specific scorecard rating/official term)

Sometimes interviewers get on call, sometimes its a text/slack message, sometimes its email. It doesn't matter. 

HRs role is to drive the process. Part of this means ensuring a decision is made and then being able to follow up on that by being in the loop

•  e.g. if the 2 scores are too divergent, do we need a third read or are we going to reject the candidate? 

Hi there,

You have to remember that this isn't some holy cult with an exact, perfectly replicated process around the world.

We're talking about dozens of consultancies, hundreds of offices/countries, thousands of interviewers.

Candidates reallly need to stop obesssing about this “process behind the scenes”.

none of it matters. If you perform well, you're in. If you don't, you don't. You're wasting time/brainpower thinking about this instead of figuring out how to be the best candidate possible.

Hi there!

The scorecard is an attempt at making marking more transparent and eliminating bias. 

Each of the interviewers usually has a perspective on whether it's a hire or no hire and the scorecard is their way of providing that. HR often joins these calls to help integrate these perspectives and if needed to provide background info on the candidate. 

For sure, it's important to know that your interviewers will be speaking with each other, so it's essential to have a coherent story across all the discussions with them.

Best,
Cristian

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Hi there,

The scorecard is used to keep track of performance across interviews and across some very specific metrics and to take out any personal bias, which has no place in the process.

Every consulting firm has a different set of scoring metrics (with a large overlap between firms) that are applied by interviewers in a very systematic way. 

HR pulls together all those scored and supports the recruiting team (interviewers) in the meetings you mentioned for making a final decision. However, they don't get a ‘vote’ if they didn't in fact interview you.

Hope this helps a bit. Best of luck!

Moritz

Hi,

The scorecard objective is to debias and to be factual. It avoid interviewers saying “I don't like this guy/girl”.

The main role of the HR is to coordinate and ensure that the scorecard is well filled.

Cheers,

Alexandre

The purpose of the scorecard in MBB interviews is to assess and evaluate a candidate's performance in various areas. While interviewers play a significant role in decision-making, HR also has an important role in facilitating the debriefing session and providing guidance. The call with HR allows for a collective discussion, alignment of evaluations, and consideration of HR's input before making a final decision on extending an offer.