We were torn between two candidates: one super confident, the other humble. The confident one said, ‘I’m the best,’ while the humble one promised to prove himself daily. I asked the team to rank both on a 1-10 scale with reasons. Hearing everyone’s views, we chose commitment over bravado. Tip: Ranking reveals hidden insights and builds consensus.

When your team has differing opinions on hiring feedback, start by listening to each perspective openly. Encourage constructive discussions to find common ground, focusing on the best interests of the company and candidate fit. Align decisions with clear hiring goals, and ensure everyone feels heard. Collaboration leads to better outcomes!

To navigate conflicting views on hiring feedback, foster an open and respectful discussion where all team members can voice their perspectives. Encourage the team to focus on objective criteria, like job qualifications and cultural fit, rather than personal biases. If disagreements persist, consider using a structured decision-making process, such as voting or ranking candidates based on predefined metrics. Facilitate collaboration by highlighting areas of agreement and addressing the core points of contention. Ultimately, remind the team that the goal is to hire the best candidate for the role, and compromise may be necessary to reach a consensus.

Encourage team members to frame their feedback positively and focus on solutions. This can reduce defensiveness and promote collaboration.

Cuando hay puntos de vista contradictorios en un equipo sobre temas importantes como la contratación, es clave promover una conversación abierta y respetuosa. Mi enfoque sería escuchar a todas las partes para entender sus preocupaciones y perspectivas, identificar los puntos en común y buscar soluciones que equilibren las necesidades de todos. Facilitar el diálogo, en lugar de imponer una decisión, ayuda a encontrar un consenso o compromiso, asegurando que el equipo se sienta escuchado y comprometido con la decisión final.