Te enfrentas a candidatos de primer nivel que compiten por un puesto. ¿Cómo manejas el conflicto entre ellos?

Choosing between top tier candidates can prove to be difficult especially when they have very similar skill sets. It goes without saying that ultimately you would hope to make the right decision but the honest truth is that you won't know how good they really are until they are proven on the job. Evaluate key skills, transferable skills and take their education and experience into consideration as this could prove to be the deciding factor when choosing one of your candidates. As long all is done without bias, the chances of making the correct hire can be extremely rewarding.

Consider their passion, their skills and interest in the industry/company. These three key factors will make an individual go beyond and above on the job.

Clarify Needs: Clearly define what the role requires and prioritize key criteria. Standardize Interviews: Ask all candidates the same questions to keep things fair. Use Assessments: Apply tests and case studies to objectively gauge skills. Panel Input: Get feedback from multiple interviewers to reduce bias. Check Fit: Evaluate how each candidate aligns with the company culture. Reference Insights: Verify past performance with references. Be Transparent: Keep candidates updated and offer feedback. Score Candidates: Use a decision matrix to compare based on set criteria. Involve Stakeholders: Include key team members in the decision-making. Offer Alternatives: Consider other roles for strong candidates not chosen.

To effectively navigate conflicts between top-tier candidates, it's essential to implement structured assessment tools, such as scoring rubrics or competency-based interviews. These methods not only enhance objectivity but also help in quantifying candidates' qualifications against the job criteria. Additionally, involving a diverse panel in the evaluation process can mitigate biases and ensure a well-rounded perspective on each candidate's potential fit within the team and company culture. Finally, documenting the rationale behind your decisions can aid in transparency and provide valuable insights for future hiring processes.

Choosing between top-tier candidates for one role requires evaluating their skills, experience, and fit with the company culture. Conduct thorough interviews and consider extra tests if needed—a psychometric or personality test can also help. Be fair and unbiased. Review the job description and compare the candidates based on their skills, education, experiences, achievements, behavior, and flexibility. Choose the candidate who best meets the job requirements and aligns with the company's values and goals.

Cultural fit is a crucial element in the selection process. While skills and experience are important, how a candidate will mesh with your team's dynamics can be a dealbreaker. Team Interaction: Consider how each candidate will fit into the existing team and organizational culture. Soft Skills: Evaluate interpersonal skills, communication, and adaptability.

A habilidade técnica não se sobrepõe às soft skills. Contratar um candidato tecnicamente competente, mas cujo perfil de liderança esteja totalmente desalinhado com a cultura da empresa, é o primeiro passo para perder toda a equipe. Isso é ruim tanto para o profissional contratado quanto para a equipe. É importante que o profissional tenha aderência tanto nas habilidades técnicas quanto no perfil comportamental.

Can't decide between two candidates based on their suitability for the role? Then cultural fit could be the deciding factor. Have them both meet various members of your team. These don't need to be people they'll be reporting into, but just people they'll be working closely with on a day to day basis. Get their honest feedback about the candidates and use that information in your decision making process.

Cultural fit is indeed a vital aspect of the hiring process. Understanding a candidate's values, work style, and approach to conflict can provide valuable insights into how they will integrate with your team. This not only helps in selecting the right candidate but also contributes to a more cohesive and positive workplace.

It is very important to understand the future vision of the candidates to check whether it's aligned with the organisation's requirements. For an eg- I have seen that some candidates will clearly emphasize what they want from the next job, like an Individual contributor role or a Team lead role kind of. There are many other priorities.

Once upon a time... An employee/ internal candidate from customer service applied for an account manager role in the same company. When asked about his vision and dream job, it turned out that being a janitor was his dream job. He didn't get the AM-job (for several reasons) :)

É importante que os objetivos do candidato estejam alinhados com as expectativas da empresa. Ouvir a compreensão de futuro do profissional e observar como ele traça seus objetivos pessoais também é uma forma de avaliar sua maneira de pensar e agir no âmbito profissional.

Understanding a candidate's future vision is indeed crucial. It helps you gauge their ambition, career goals, and how they see themselves growing within your organization. This insight can be invaluable in determining whether they will be a long-term asset and how they might contribute to the company's success.

Discussions with candidates should always be done in a panel with multiple people of diverse experience. This way we can have multiple dimensions to cover and look beyond areas which could be blindsided for one but open for the other. When we engage the team in such discussions they get a better view also how well the individual shall fit into what and how they do and how fast they do, enabling the correct fact based decisions.

In my experience, holding a panel discussion or roundtable with key team members and stakeholders can be incredibly beneficial. This collaborative session allows for a diverse range of perspectives and can highlight how each candidate might interact with different parts of the organization. It also fosters a sense of collective responsibility for the hiring decision, which can be vital for onboarding and integrating the new hire into the team dynamics.

Assuming that both candidates are equally qualified for short and long term retention, it would indeed be best to facilitate interviews with future team members to see if some job dynamics align better, however, this is not always a strong indicator of who will eventually perform best, so make sure that these candidates already have a good track record and that you believe they have the best skills for the role.

Engaging colleagues in the decision-making process is a smart strategy. Their diverse perspectives can highlight aspects you might miss and provide a more rounded view of the candidates. This collaborative approach not only helps in making a well-informed decision but also ensures that the new hire will be welcomed and supported by the team.

you need transparency here, mention concrete examples of both soft and hard skills which felt stronger by other candidates and why you went for the other person. Be precise : more experience with scale-ups which is the current growth phase experience you need, or more experience in leadership, in the product area... rejecting someone is fine, as long as you got constructive feedback, keep a good vibe, communicate that you keep them in mind for future openings and truly appreciated all the efforts they put in the entire (sometimes long) hiring process. Be aware they invested time for your company, sometimes doing a free white board challenge or design test, so make sure they feel that you realise they contributed to your success in a way.

Honest Feedback: Provide clear and honest feedback to all candidates about the decision-making process. Positive Experience: Ensure that the interview process is a positive experience for all candidates, regardless of the outcome.

Weighted Scoring: Use a scoring system to objectively compare candidates based on the predefined criteria. Gut Check: After all objective measures, consider the intuition and overall impression of each candidate.

É importante dar o feedback de forma clara e objetiva. Abordando de forma transparente aspectos que foram decisórios para escolha de outro profissional para a posição.

Effective decision communication is indeed essential. By being transparent and focusing on the positives, you can ensure that all candidates feel respected and valued. Offering constructive feedback to those not selected can also help maintain a positive relationship for future opportunities.

When extending an offer to a preferred candidate, strategically highlight elements that resonate with their interests and aspirations. Emphasize the distinctive aspects of the role and the company’s culture that align with their personal and professional goals. Showcase growth prospects, unique benefits, and how the role will contribute to their career trajectory. Ensure the offer reflects a deep understanding of their motivations and presents a compelling vision of their future within the organization. This tailored approach not only enhances the attractiveness of the offer but also fosters a positive and engaging start to their new role.

When top-tier candidates are vying for a single role, the offer strategy can be reframed to create win-win outcomes. Instead of a direct competition, consider the possibility of offering different roles or projects that align with each candidate's strengths and career goals within the organization. Highlight the unique value each candidate brings and how their contributions can benefit various areas of the company. This approach not only mitigates conflict but also maximizes the potential of retaining top talent by finding a fit that suits everyone.

Abordar a aderência do candidato à posição, destacando os desafios envolvidos, as oportunidades de crescimento e a exposição, são aspectos mais importantes do que falar apenas sobre o compensation na offer.

When faced with top-tier candidates competing for one role, start by reassessing the specific requirements and priorities for the position. Conduct additional rounds of interviews focusing on key differentiators such as specific skills, cultural fit, and potential for long-term growth. Use structured evaluation tools, like scorecards, to objectively compare candidates. Seek input from various team members to gain diverse perspectives. Consider practical tests or real-world scenarios to see how candidates perform under pressure. Additionally, evaluate the candidates' willingness to accept the offer within your budget and benefits framework. Finally, make a decision based on a holistic view of each candidate’s strengths, fit.

A strategic offer can indeed make a significant difference in securing top talent. By tailoring the offer to highlight what matters most to the candidate, you show that you value their preferences and aspirations.