Your team is at odds over an interviewee's qualifications. How can you bridge the gap and reach a consensus?

With the concerns laid out, it's time to prioritize the job criteria what the organisation is looking at.. Determine which qualifications are essential and which are nice-to-have. Gather inputs from the team . Capture relevant points which are important for the role. This may involve revisiting the job description or the goals for the role. By considering on what truly is important for the position, your team can assess the candidate more fairly against these benchmarks. This prioritization helps to minimize bias and is good learning experience for everyone.

Basics of dispute resolution within team will remain the same i.e. identify concerns and explore resolution options, keeping in view priorities and output being targeted. now coming down to specifics - if dispute is around interviewees qualification, we need to understand what's the apprehension being held by few team members and if there are any anticipated common grounds of resolution. Thereafter standard decision framework needs to be agreed between all parties involved, so that synchronized approach can be modulated to resolve and learn from it.

To bridge the gap and reach a consensus on an interviewee's qualifications: 1. Clarify Evaluation Criteria: Ensure everyone understands the key qualifications and attributes being assessed. 2. Encourage Open Discussion: Facilitate a constructive dialogue where team members can voice their perspectives. 3. Seek Objective Data: Refer to interview notes, assessment scores, and relevant documentation to inform the discussion. 4. Find Common Ground: Identify shared observations or strengths that the team agrees upon. 5. Compromise if Necessary: If opinions still differ, consider compromise or further discussion to align on a decision.

Es recomendable contar con una misma línea base de evaluación. Conocer el perfil del puesto y las expectativas del mismo. También es necesario contar con protocolos de evaluación objetivos que brinden una medida común para contribuir a que los resultados sean comparables y de esta forma acercar al equipo evaluador al consenso sobre el resultado final.

I totally agree with having a discussion with the interviewing panel. Although, prior to the meeting each member should be educated with the interviewing technique and competency list so we are all on the same page on what we should look for in the interview. Without those knowledge each member may come up with different results and interpretation of the candidates strength and weaknesses.

We also add the question of whether the "lack" of a specific skill is trainable on not. Some skills take a long time to train but certain shortfalls for a candidate could actually be easily trained

All skills are trainable. Prioritizing skill set is important ability to think and collaborating within the team is a skill that can not be taught but benefits the overall team and capabilities.

Once all opinions are shared, it's crucial to identify the core concerns driving the divide—whether it's technical gaps, cultural fit, or differing interpretations of the candidate’s responses. By pinpointing these issues, you can address them with clarity. Acknowledge each concern's validity and assess how they align with the job's needs. This helps transition the discussion from subjective views to objective evaluation.

With concerns clarified, it’s important to prioritize the job criteria. Identify which qualifications are essential versus nice-to-have by reviewing the job description and role objectives. This focus helps the team evaluate the candidate fairly against what’s most important, reducing bias and ensuring the decision is based on their ability to meet the role’s key needs.

Be flexible and allow for out-of-the-box thinking. Often the candidates who meet all of the qualifications are missing the soft skills. Figure out which skills are vital for the person to add value on day one and which ones can be taught.

Ouvir a equipe é a melhor forma de acertar no novo colaborador, juntar diversas visões sempre resulta em acerto, até porque em um ambiente colaborativo, um setor leva a outro, assim nada melhor do que sentar com a equipe e rever o andamento.

There is so many factors to consider when it comes to the correct candidate. For example qualification may be perfect, but the personality may not be a fit for the team. Its very important to consider all factors thats important for your company when making a decision on an appointment.

When evaluating candidates, exploring options means seeking common ground and being open to creative solutions. If there’s disagreement on qualifications, consider gathering more data, such as work samples or references, and explore possibilities for on-the-job training. Flexibility and a willingness to compromise can help find a solution that aligns with the team’s and organization’s needs.

Frameworks can definately be used to make the process easier. For a smaller group of interviewers debating sometimes can be easier, or bringing in a neutral party that can look at the candidate with fresh eyes.

Using a decision-making framework, like voting or scoring, clarifies the process and reduces prolonged debates. It ensures transparency and shared responsibility, helping the team move forward cohesively.

To bridge the gap and reach a consensus when your team is at odds over an interviewee's qualifications, facilitate an open and structured discussion where each team member can voice their perspectives. Encourage a focus on objective criteria, such as skills, experience, and cultural fit, and compare these against the job requirements. Highlight common ground and seek to understand the underlying concerns of each viewpoint. By fostering a collaborative atmosphere and emphasizing the shared goal of finding the best candidate, you can guide the team towards a balanced and informed decision.

Treat this experience as a chance to grow. Evaluate what strategies were effective and identify areas for improvement. Documenting the process can help with future decisions and improve team consensus-building.

Always remember, skill can be taught, but not attitude. Select the candidate who has an open minds set and you will never go wrong.

1. Clearly define the role and required qualifications 2. Conduct a structured interview 3. Focus on key competencies 4. Facilitate a discussion 5. Agree on a decision - makinh process 6. Compromise and find a middle ground 7. Revisit the job requirements