Vous évaluez un candidat avec des commentaires contradictoires. Comment déterminer la meilleure solution pour votre équipe ?

I believe that its very important to understand their skills along with their behavioral aspects, their previous experience, and cultural fitment for the team. Also their ability to learn things.

I would consider having a tie breaker discussion and participate as one of the observers in the discussion. I prefer an interviewer from a different team holding the same expertise to have the discussion, sometimes too much of the team's current scenario centric questions are expected by specific outcome or solutions to solve them, some agree some disagree which results in contradicting feedback.

Will be looking at the specific points in the feedback, noting both positive and negative comments. And based of those points, will try to determine if there are consistent themes or repeated points across the feedback. Will compare the feedback with the key skills and qualities required for the position and will evaluate how the candidate’s strengths and weaknesses could affect the existing team and work environment.

When evaluating a candidate with conflicting feedback, start by carefully looking at all the comments. Find common themes in both the positive and negative feedback. Consider who gave the feedback, giving more weight to those who will work closely with the candidate. If needed, do a follow-up interview or assessment to get more information. Think about the candidate's overall potential and how their skills, experience, and personality fit with your team's needs and culture. By analyzing the feedback and seeing the big picture, you can decide who is the best fit for your team.

We need to analyse candidates expertise What he/she can do effortlessly and place them in those tasks for what they are meant to be there

Everyone has some strengths and some drawbacks But we need to get the best out of an individual and for that we should analyse his short comings and work on it so they can perform at their ultimate abilty

Contextualize the feedback based on the roles and responsibilities the candidate will have. Understand if certain criticisms are relevant to the specific job requirements using tools like RACI matrices. Differentiating between critical feedback and noise helps in making a more precise assessment.

Be specific Feedback should be concrete and relate to a specific, measurable goal. Focus on behavior Avoid judgmental language and focus on the recipient's behavior, not their personality. Be timely Instant feedback can make learning more active and help the recipient absorb or act on it while it's still relevant. Check for understanding Ask the recipient to repeat your main points, explain how they'll apply your feedback, or rate it on a scale.

Considering the context is essential. Understanding the specific roles, projects, or circumstances in which the feedback was given helps to gauge its relevance. This approach allows you to determine if past environments didn't align with the candidate's strengths or if certain challenges were unique to those situations, thereby better predicting their performance in your team's environment.

Depending on what you are looking for, their strengths should weigh more than their weaknesses in the decision making process. But that is not always the case in every situation.

Use skills assessments and practical tests to objectively measure the candidate’s abilities, leveraging platforms like Codility or HackerRank for technical roles. Incorporate psychometric testing tools like SHL or Hogan Assessments for a deeper understanding of their cognitive abilities and personality traits. This approach provides a quantifiable measure of the candidate's proficiency.

Technical Competence: Assess the candidate’s technical skills and experience relevant to the role. Soft Skills: Evaluate soft skills such as communication, teamwork, problem-solving, and adaptability. Performance Indicators: Use any available performance indicators, such as tests or past work examples, to objectively measure skills.

Evaluating the candidate's skills and experiences against the job requirements is crucial. Focus on feedback related to essential skills for the role, and consider how quickly the candidate could close any skill gaps with training or mentorship. Mixed reviews on non-essential skills are less concerning than conflicting feedback on critical competencies.

This can be tricky to gauge. Conduct behavioral interviews and cultural assessments to gauge if the candidate aligns with your team’s values and dynamics. Tools like the Cultural Fit Assessment and the use of personality tests like Myers-Briggs Type Indicator (MBTI) can be beneficial here. A strong cultural fit can enhance team cohesion and productivity.

Assessing cultural fit is indeed crucial. Evaluate how the candidate's values, work style, and interpersonal skills align with your company's culture. Conflicting feedback might stem from different cultural norms in past workplaces. A candidate who struggled in one environment might thrive in yours. Focus on feedback related to collaboration, adaptability, and communication, as these are key indicators of cultural compatibility.

Rely on your industry experience and intuition to make a balanced decision. Instinct, backed by data and experience, is a powerful tool in recruitment, especially when combined with heuristic methods. Your gut feeling often complements the hard data, providing a fuller picture of the candidate.

Gut Feeling: While it’s important to rely on data and structured feedback, your instinct about the candidate should also be considered. Balanced Judgment: Use your instinct as one of several factors in the decision-making process, not the sole determinant.

Trusting your instincts is key. You know your team's needs and dynamics better than anyone else. Trust your judgment on whether a candidate's personality and work approach will complement or disrupt your team. Sometimes, a face-to-face meeting or additional interview can provide the clarity needed to make a confident decision.

Second Opinions: If necessary, arrange for a follow-up interview or additional assessments to clarify any uncertainties. Consensus Decision: Aim to reach a consensus among the key stakeholders involved in the hiring process. Decision Criteria: Ensure the final decision is based on a balanced consideration of all factors, including feedback, skills, cultural fit, and potential for growth.

For a final evaluation, balance all collected feedback with your own observations and discussions with the candidate. If uncertainty remains, consider a trial period or project-based work to evaluate their fit without a long-term commitment. This allows you to see firsthand how they interact with your team and handle real-world tasks.

By focusing on the positives and identifying the voids, you can tailor them to be the best possible fit. It's about leveraging their strengths while proactively addressing areas that need improvement.

When one candidate is rated against another, it can be quite difficult to decipher between two different opinions. To begin with, try to read the comments section with much attention, identify trends and important aspects of the feedback. Think about knowing the potential and the candidate and picturing him/her within your team. Make sure that you weigh the rational assessment with your intuition or affirmation for both the skills and the cultural compatibility. This way the right candidate, irrespective of their skills and knowledge, fits into the organization’s culture and brings positive energy into work environment.