Votre équipe est divisée sur les points de rétroaction de l’entretien. Comment naviguez-vous entre des perspectives contradictoires ?

When your team is divided on interview feedback points, handle it by organizing a meeting to discuss the different perspectives openly. Encourage everyone to present their views and provide specific examples or reasons for their feedback. Seek to understand the underlying concerns and identify common themes or points of agreement. If necessary, prioritize the feedback based on the role’s key requirements and the candidate’s fit. Aim to reach a consensus or, if that’s not possible, make a decision based on the most critical factors for the role and the team’s needs. Throughout the process, ensure that all opinions are respected and that the final decision is communicated clearly to maintain team cohesion.

Divided feedback after an interview is a reality every interviewing panel face. Making use of career screening and compatibility assessments such as offered by DNA True North, eliminates grey areas, prior to interview process. If the common goal of focus is set for the interview eg expertise, team dynamics, and making use of a scorecard should direct panel to unity. More perspective can added to differences by answering yes /no to “I believe that this person can be a benefit to our company as they have shown drive/motivation/teachable spirit to overcome the areas scored low.” This will provide direction to the panel to take a vote and conclude with the majority.

When your team is split on a candidate for a key leadership role, I propose a reverse brainstorming session. Instead of focusing on feedback points, I advise to imagine the potential consequences of not hiring the candidate. This shift in perspective can help us see the candidate’s unique strengths in driving innovation & lead to a unified decision. Sometimes, resolving conflicts is about creatively reframing the issue to align on a shared vision. During a similar situation,this exercise led my team to realize the candidate's true potential, despite the concerns some team members had. Ultimately, this reframed perspective allowed us to align on the decision to hire the candidate, who later became a pivotal contributor to the team's success.

That is why it is essential to pre-define the job requirements and then ask questions only towards those! Even then if the decision is split, it is good to identify exact job requirements which led to difference in opinions. Then individual perspectives should be covered and discussed. This generally should lead to a consensus without heart burns. If it doesn't come now also then the flip side should also be considered, whether the candidate/applicant was really the one; the team was looking for?

Puedes seguir estos tips: 1.Practica el modelo STAR: El modelo STAR (Situación, Tarea, Acción, Resultado). Es una herramienta efectiva para estructurar tanto las entrevistas como la retroalimentación. 2.Comunicación asertiva: Incentiva a tus líderes a emitir su opinión de manera empática y respetuosa. Alinea puntos de vista. 3.Trabaja en consensos: Identifica puntos de acuerdo y diferencias. Organiza la información en habilidades más deseadas y niveles de dominio por competencia. 4.Mantén la objetividad: Es clave tener actualizado tu diccionario por competencias. Especifica los criterios de evaluación. 5.Ajusta el proceso: Revisa el proceso de retroalimentación y actualízalo según sea necesario. Manos a la obra!