People often have different ideas and perspectives about filling open positions. As a result, your hiring team will not always agree on the right candidate for a role.
Hiring disagreements encourage healthy debate and clarity in decision-making. Your team can refine the process to hire the best candidate and attain desirable outcomes.
These strategies help determine what to do when your hiring team cannot agree on the right candidate.
Schedule an In-Person Conversation
Set up a time for your hiring team to get together and discuss their preferred candidates:
- Face-to-face conversation lets everyone read body language, share information, and understand viewpoints.
- Information shared in person is easier to convey and accurately interpret than information shared electronically.
- All team members receive an equal level of attention.
- Members can ask follow-up questions to check their understanding.
- Your hiring team can more easily reach an agreement when talking face-to-face.
Establish Mutual Respect
Encourage open, honest discussions about the candidates:
- Prioritize professionalism and working relationships.
- Stay open-minded.
- Let each team member diplomatically state their opinions of the candidates.
- Ask follow-up questions to better understand others’ perspectives.
Listen to Team Members’ Viewpoints
Have your hiring team objectively explain why a certain candidate should receive a job offer. Include facts, measurable qualities, and specific examples from candidates’ resumes and interviews to support their opinions. Show how the desired candidate would best fill the role.
Assign Value to Candidates’ Skills
Use your hiring team’s list of essential and desirable role-related skills to weigh their importance. For instance, critical skills might be weighted at five points, and nice-to-have skills could be weighted at two points:
- Review your top candidates’ resumes and your hiring team’s interview notes to assign points for each skill they possess.
- Use the criteria to evaluate each candidate and compare their scores.
- A significant difference determines which candidate should receive a job offer.
- A slight difference requires a tiebreaker question, such as which candidate’s values best align with the company’s values for a strong cultural fit and potential for success.
Work with a Recruitment Firm
Corps Team facilitates strong communication and candidate evaluation frameworks to move hiring forward. Reach out to include us in your hiring process today.
