You're evaluating a candidate with conflicting feedback. How do you determine the best fit for your team?

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.

O feedback é a base da sua estratégia de gestão. Você pode começar com uma avaliação de desempenho dos funcionários de formato mais longo em toda a empresa que inclua algumas perguntas abertas para estabelecer uma linha de base para trabalhar. Depois de analisar os resultados, você pode acompanhar com pesquisas de pulso e enquetes para detalhar ainda mais os problemas.  Em vez de rastrear manualmente – ou não rastrear – reuniões individuais ou check-ins frequentes com funcionários individuais, é uma solução de gestão que monitora a realidade e filtrar o feedback recebido.

Evaluating a candidate with conflicting feedback requires a structured approach. First, I assess the sources of feedback, considering their relevance and expertise. Next, I look for specific examples to understand the context of the feedback. I also review the candidate's performance during interviews, focusing on skills and cultural fit. Additionally, I may conduct a follow-up interview to address any concerns directly with the candidate. Collaboration with team members is crucial, as their perspectives help gauge the candidate's potential impact. Ultimately, I prioritize alignment with our company's values and goals, ensuring the best fit for our dynamic environment.

Review feedback meticulously to identify common themes and discrepancies, using tools like feedback matrices and SWOT analysis. This ensures you capture a holistic view of the candidate’s performance from various perspectives. Implementing 360-degree feedback systems can also provide a well-rounded evaluation.

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.

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.

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.

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.

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.

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.

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.

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.

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.