In short
- Write what the candidate said and did, not how you felt about it.
- Capture key phrases verbatim, especially numbers and examples.
- Score against criteria agreed before the interview.
- Write your recommendation before you hear anyone else's.
Evidence, not impressions
| Impression | Evidence |
|---|---|
| Seemed confident | Explained the migration plan step by step without notes |
| Strong leader | Led a team of 6; cut release time from 3 weeks to 1 |
| Not technical enough | Couldn't explain how the cache was invalidated when asked twice |
A simple template
[Date] · [Candidate] · [Role] · [Round] Interviewer: Criteria for this round: Q1 → what they said (key phrases verbatim) Q2 → Evidence per criterion: Concerns or gaps: Recommendation (before debrief): yes / no, because …
During the interview
- Tell the candidate you'll be taking notes.
- Write keywords while they talk; fill in sentences straight after.
- If you record, ask first and explain how it will be stored. See consent.
After
Write your recommendation and the reason before the debrief. Hearing a senior colleague's view first changes what people remember.
Questions people ask
How do you take notes during an interview?
Note key phrases and examples verbatim, focus on evidence for each agreed criterion, and fill in fuller sentences immediately afterwards.
Should I tell a candidate I'm taking notes?
Yes. It's courteous and normal. If you want to record, ask for consent first.
Why write a recommendation before the debrief?
So your judgment isn't shaped by others' opinions. It makes hiring decisions fairer and more consistent.
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