Practical hiring guide

Make and Document a Hiring Decision

A practical final-stage hiring process for reviewing evidence, completing checks, recording the decision, and communicating respectfully.

The shortlist is not the decision. It is the point at which the decision can be made with better information.

Review the evidence

Before selecting a candidate:

  1. Return to the original role outcomes.
  2. Review the evidence against the same criteria.
  3. Identify unresolved questions or risks.
  4. Complete required human interviews, references, or eligibility checks.
  5. Record why the selected candidate best meets the role requirements.
  6. Record why other shortlisted candidates were not selected.
  7. Store and delete information according to your policy and applicable requirements.

Decision record

Record the role, location, decision date, decision-makers, essential requirements met, evidence supporting the decision, remaining questions, eligibility status, human overrides, disagreements, and candidate communication status.

If reviewers disagree

Disagreement is useful when it reveals missing evidence or an unclear criterion. Ask:

  • Which requirement are we discussing?
  • What evidence supports each view?
  • Is the disagreement about the candidate or about the scorecard?
  • Does the criterion need to be clarified for every candidate?
  • Is a further structured question justified?

Do not resolve disagreement by choosing the loudest opinion.

After the decision

  • Communicate the outcome promptly.
  • Give the successful candidate clear next steps.
  • Close the loop respectfully with other candidates.
  • Record what should change in the next hiring process.
  • Review whether the original requirements predicted what the team actually needed.

Download the hiring process plan or keep the shortlist and evidence together in HireMike.