I think that like any category of evaluation, it works best if it's specific, consistent, and planned. Eg "Part of our culture is that we are collaborative; wh

I think that like any category of evaluation, it works best if it's specific, consistent, and planned. Eg "Part of our culture is that we are collaborative; when we discussed code reviews and the candidate said they think they are a waste of time, that raised a flag because constructive and timely code reviews is an expectation for all our our engineers" That's pretty good. "Our culture is collaborative. This candidate didn't feel like they'd be a good fit here." That's not so good. Have an evaluation criteria going in. Rate candidates on the the same criteria. In debriefs, use specific examples from the interview to explain why you rated them as you did. Otherwise, it's just post-hoc rationalization of a snap emotional decision.