Im stuck. I am a newish supervisor with hiring responsibilites. I have an internal candidate from another department. My team is highly specialized and small and I prefer experience but may have to settle for the right person and train as I have recieved very few applicants in several months (too many jobs in the field and too few trained candidates.) This candidate is a no. She has made some errors in her current position that I was actually directly involved in conversation with her about and were documented. Her limited experience and personality in her current role are factors in my "no". I let her come in and observe our workflow when she requested. Now she has applied and I have an interview scheduled that I have spent a lot of time preparing for. I thought interviewing her was the right and fair thing to do and want to use this as an oppurtunity to give feedback. Im thinking now that maybe just a conversation with her would have been better, but interviewing is good for both of us. Then she did something outlandish last week that involved one of my team. There are 2 incidences that I was involved in that have direct bearing on my knowledge about this candidate and her unsuitability for this position. Is it fair for me to rehash these during the interview, flipping them into a question about decision making without being cynical and genuinely asking what she learned or how she would have done things differently, if she would have at all?