Hung Lee Questions the True ‘Structure’ in Hiring Debriefs

In a recent LinkedIn post, Hung Lee challenges the common perception of structured interview processes within companies, particularly focusing on the often-overlooked debriefing stage. Lee, a prominent figure in the recruitment technology space, argues that many organizations fall short of true structural integrity when evaluating candidates.

The Illusion of Structure

Lee begins by posing a direct question to recruiters, probing the nature of their company’s interview debrief process. He highlights a common scenario where, despite having multiple interviewers, there’s a lack of consensus on what constitutes a good candidate. This often stems from improvised questioning and scorecards being created after the discussion has already begun, rather than before.

“Five interviewers, five definitions of what good looks like. Questions were improvised off the CV. Scorecards written up after the debrief had already started.”

According to Lee, this ad-hoc approach undermines the very concept of a structured process. He contrasts this with what he defines as genuine structure, emphasizing the importance of pre-defined criteria and consistent evaluation methods.

Defining True Interview Structure

Hung Lee outlines key components of a robust and genuinely structured interview process. He asserts that true structure involves a short list of specific, measurable behaviors that are identified before a role is even opened. Furthermore, he stresses the importance of consistency in questioning and a shared understanding of what constitutes a strong answer among interviewers.

Key Elements of a Structured Process

Lee elaborates on these critical elements:

• Pre-defined Metrics: Defining what you’re measuring before the role opens.
• Standardized Questions: Ensuring every candidate receives the same set of questions.
• Agreed-upon Criteria: Interviewers must agree in advance on what a strong answer looks like.
• Independent Feedback: Feedback should be submitted independently by interviewers before any group discussion takes place.

As Hung Lee notes, while many teams implement one or two of these components, the true test lies in how well they execute all of them.

An Assessment for Recruiters

To help organizations evaluate their current practices, Lee points to a free assessment developed by Textio. This tool is designed to score a company’s interview process across six key dimensions, offering a comparative analysis. Lee encourages recruiters to take the assessment and share their results, framing it as a bold challenge.

“My friends at Textio put together a free assessment that scores your process across six dimensions and shows you how it compares.”

Hung Lee’s post serves as a critical examination of standard hiring practices, urging professionals to look beyond superficial structures and implement truly rigorous and equitable evaluation methods. He argues that a genuine commitment to these principles is essential for effective and fair hiring.