Run a panel calibration that makes interview scores comparable.
Calibration is where the panel agrees what good means before the candidates redefine it. Assign ownership Each interviewer owns one or two competencies. This avoids repeated small talk and ensures critical signals are actually tested. Normalize the scale Write what 1, 3, and 5 mean for each competency. The bar should refer to role level and evidence quality, not candidate comparison. Agree on debrief rules Score independently first. Bring evidence, not adjectives. Change a score only when the new evidence changes the competency read.
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