👥 People & HR · Hiring Quality

Facilitate hiring debriefs that decide well

Independent scoring first, evidence-based discussion, and bias callouts structured into the meeting.

intermediate~25 minHR ManagersRecruitersPeople Ops

Steps

1Collect written independent scores BEFORE anyone speaks aloud
2Start with strongest disagreement cases, not easiest consensus
3Require behavioral evidence citations for every claim made
4Name decision rules upfront: unanimous vs majority vs veto
5Assign devil's advocate explicitly for borderline candidates
6Record outcome rationale verbatim for future calibration audits

Common Pitfalls

▲Loudest interviewer anchoring the whole room instantly
▲'Cultural fit' used as uncritiquable rejection reason

Commands

Install with skills CLI

$ npx skills add aniruddhaadak80/skills --skill hiring-quality-interview-debrief-facilitation

Install globally

$ npx skills add aniruddhaadak80/skills --skill hiring-quality-interview-debrief-facilitation -g

Tags

#debrief#hiring#decisions#people-hr#hiring-quality

Install this skill

$ npx skills add aniruddhaadak80/skills --skill hiring-quality-interview-debrief-facilitation -a opencode

SKILL.md

# Facilitate hiring debriefs that decide well

> Independent scoring first, evidence-based discussion, and bias callouts structured into the meeting.

## When to Use This Skill

Independent scoring first, evidence-based discussion, and bias callouts structured into the meeting.

## Steps

1. Collect written independent scores BEFORE anyone speaks aloud
2. Start with strongest disagreement cases, not easiest consensus
3. Require behavioral evidence citations for every claim made
4. Name decision rules upfront: unanimous vs majority vs veto
5. Assign devil's advocate explicitly for borderline candidates
6. Record outcome rationale verbatim for future calibration audits

## Common Pitfalls

- Loudest interviewer anchoring the whole room instantly
- 'Cultural fit' used as uncritiquable rejection reason

View source on GitHub ↗