After the interview is over, several next steps occur.

You must rate the candidates you interviewed. We recommend doing so immediately after the interview. Don’t do it during. Pay attention and only notate what you must. Otherwise, stay engaged and focused on the conversation. And, don’t wait too long afterwards, or you will forget key information and even mix up who said what if you interviewed more than one person.
Have a conversation with the other interviewers. After you have completed your initial rating, talk with the other interviewers. Share your findings and see if you are all on the same page. If you are, great. If you aren’t you need to explore why not. Perhaps it is a bias problem. Perhaps it is because someone on the interviewing team didn’t conduct a decent assessment. Or, possibly, expectations were really different between interviewers.
If the team picks a candidate, wonderful. If not, don’t settle. Settling is often worse than having no one at all. Go back to the drawing board. You’ll get someone. But, if you are happy with a candidate, then HR takes over and makes the offer. If the candidate accepts, then feedback letters go out to the other candidates. Your new hire gets starting information. Depending on HR’s perspective, you can even reach out and connect with her. (CLARIFY)
TAKE ONBOARDING SUPER, SUPER, SUPER, SUPER SERIOUSLY. You spent all this time hiring the right person, now get her integrated onto the team effectively and efficiently. How you do so will set her up to succeed and keep her job satisfaction high right from the start.