You're facing conflicting interview feedback. How do you navigate the varied opinions about a candidate?

1 Gather Data

Start by collecting all the feedback systematically. Create a document where you can compile comments, scores, and any other relevant information provided by the interviewers. This will help you see the big picture and identify patterns or outliers in the feedback. It's crucial to differentiate between subjective opinions and objective facts about the candidate's skills and experience. Look for consistent themes that emerge and pay attention to specific examples or evidence that support the feedback, as these can be telling of the candidate's true capabilities.

2 Analyze Fairly

Once you have all the feedback in one place, it's time to analyze it with an objective lens. Consider each interviewer's perspective and expertise. Someone from the technical team might focus on a candidate's skillset, whereas a team leader might be more concerned with cultural fit. It's important to weigh each piece of feedback according to its relevance to the role. Don't dismiss any opinion outright; instead, try to understand the rationale behind each viewpoint. This balanced analysis will help you form a more rounded picture of the candidate.

3 Check Biases

It's human nature to have biases, but they can cloud judgment during the hiring process. Reflect on whether the feedback may be influenced by unconscious biases related to factors such as the candidate's background, appearance, or mannerisms. Encourage your team to do the same. By acknowledging these potential biases, you can scrutinize the feedback more critically and ensure that the final decision is based on merit and fit for the role, rather than on irrelevant or discriminatory factors.

4 Seek Clarification

If feedback is vague or contradictory, don't hesitate to seek clarification from the interviewers. Ask them to elaborate on their comments or to provide more concrete examples. This can often reveal underlying concerns or highlight strengths that weren't initially apparent. Clarifying feedback also demonstrates to your team that you value their input and are committed to making an informed decision. This step is crucial for resolving discrepancies and moving closer to a consensus.

5 Deliberate Together

After you've dissected the feedback individually, bring everyone involved in the interviewing process together for a deliberation session. Facilitate an open discussion where each interviewer can express their thoughts and concerns. Encourage dialogue and debate, but ensure it remains respectful and constructive. This collective brainstorming can help reconcile differing opinions and may lead to new insights about the candidate's suitability for the role.

6 Make Decision

Ultimately, the decision must be made. Reflect on all the information gathered, discussions held, and insights gained throughout the process. Consider which aspects of the feedback are most critical for the role and align best with your company's goals and culture. Trust in your judgment and make a decision that you believe is in the best interest of your team and organization. Remember, no hiring decision is ever perfect, but thorough due diligence can significantly increase your chances of success.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?