Job Interview Checklist for Employers

Walk the hiring manager through the JD, level, comp band, must-haves vs nice-to-haves, and target start date. Lock the FLSA classification (exempt vs non-exempt) before posting — labeling a non-exempt role 'manager' to avoid overtime is a common misclassification trap.

Map the loop: recruiter screen, hiring manager screen, panel/on-site, and any role-specific assessment. Assign each interviewer a focus area (technical, behavioral, culture-add, cross-functional) so coverage is intentional and you avoid four interviewers asking the same five questions.

Build behavioral-anchored ratings (1–4 with definitions) tied to the JD competencies. A vague 'culture fit' score invites bias and is hard to defend in an EEOC complaint; 'collaborates across functions' anchored to specific behaviors is defensible.

CO, WA, NY, CA, IL, MD, RI, MA, MN, and NJ require a salary range in the job posting. Confirm the band with comp before the role goes live in Greenhouse / Lever / Ashby — reposting the same role re-triggers the obligation, and a missing range is a per-posting violation.

Score against the must-haves from the rubric — not gut feel. Flag resume gaps, vague titles, and progression questions for the recruiter screen rather than rejecting on suspicion. Document the screen rationale in the ATS so adverse-impact analysis is possible later.

Block panelist calendars, send Zoom or office-visit details, and attach the JD plus interviewer focus areas. Confirm accommodation needs proactively — 'let us know if you need any adjustments' satisfies the ADA interactive-process expectation at this stage.

Confirm comp expectations against the posted band, work-authorization status, location/relocation, notice period, and motivation for the move. Surface mismatches now — discovering a $40k comp gap at the offer stage burns the loop.

Hiring manager dives on role-specific competencies and the candidate's recent work. Manager submits the scorecard in the ATS within 24 hours — late scorecards are the #1 cause of stalled loops and lost candidates.

Each panelist covers their assigned focus area using the rubric. Recruiter shadows handoffs to ensure the candidate gets breaks, water, and a clear picture of who's next. Capture interview observations independently — discussion before scorecards are submitted is how groupthink creeps in.

Each interviewer states their hire/no-hire vote and rubric-anchored evidence before discussion. Recruiter facilitates; hiring manager doesn't speak first — that biases the room. Disagreements get worked through against the rubric, not against tenure.

Reference recent hires at this level so 'strong' means the same thing today as it did three months ago. Watch for adverse-impact patterns across the loop — if 80% of the rejections share a protected characteristic, pause and audit before deciding.

Trigger Checkr / Sterling / HireRight after collecting the FCRA standalone disclosure and signed authorization. If the report later surfaces issues, follow the two-step adverse-action sequence: pre-adverse notice with copy of report and summary of rights, 5 business days to dispute, then final adverse-action notice. Skipping step one is class-action territory.

When the panel is split or wants a deeper technical or reference signal, schedule a tightly scoped additional session within five business days. Letting an 'extend loop' decision drift past a week is how strong candidates accept competing offers.

Personalized close-outs from the recruiter — not a silent reject from the ATS — for any candidate who reached the panel stage. Keep the language neutral and avoid commenting on protected-class proxies. Candidates who get a respectful rejection refer other candidates and reapply later.