Você está avaliando uma contratação em potencial com feedback conflitante. Como você navega nesse dilema de contratação?

When dealing with mixed feedback, it's important to look for common points. Even if the opinions differ, similar comments can give you useful information. For example, if several people mention that the candidate works hard or is detail-oriented, that’s a good sign. On the other hand, if multiple people point out the same problem, like poor communication, it’s something to consider more closely. Finding these patterns helps you understand the candidate better and make a clearer decision.

1. Seek clarification: Ask for specific examples to understand the feedback better. 2. Assess cultural fit: Evaluate how the candidate aligns with company values and team dynamics. 3. Prioritize critical skills: Determine which skills are essential for the role and assess the candidate's proficiency. 4. Conduct additional interviews: Schedule follow-up interviews to gather more data points. 5. Trust your judgment: Weigh the feedback against your own assessment of the candidate's potential.

Cada feedback é analisado de forma individualizada, considerando o contexto da vaga e os valores da empresa. Se o ponto negativo não compromete o desempenho da função e o profissional demonstra potencial de desenvolvimento, abro espaço para discussão com o contratante. Afinal, o sucesso de uma contratação depende de diversos fatores, e a flexibilidade é fundamental em alguns casos.

When evaluating a potential hire with conflicting feedback, it’s important to take a structured approach. Start by identifying the key areas where feedback diverges—are they related to technical skills, cultural fit, or interpersonal qualities? Reach out to those who provided the feedback and ask for specific examples or situations that led to their opinions. Consider the role’s priorities and decide which attributes are non-negotiable. Conduct a second interview or use assessments to clarify these areas. Lastly, weigh the feedback against the company’s core values and the candidate’s potential for growth. A balanced approach helps ensure a fair and informed decision.

When receiving conflicting feedback about a candidate, start by examining and evaluating the source. Where is the contrasting opinion coming from and from what perspective? Seek clarity and cross reference for other solid information that pertains to the specific feedback. Determine if it is bias or true. Reach a decision that best aligns with you company values, goals and team dynamics.