Your team is divided on a candidate's soft skills. How can you bridge the gap in perceptions?

First and foremost, we must align with the company's beliefs and ensure that the candidate's soft skills and our team share the same set of values. Second, it is critical to conduct a structured evaluation. We should use a standardized evaluation form with criteria for assessing soft skills. Furthermore, it is critical to document observations and, of course, reach a collaborative decision.

To bridge the gap in perceptions when your team is divided on a candidate's soft skills, start by facilitating an open conversation. Encourage each team member to explain their viewpoint with specific examples from the interview. Focus on objective criteria like communication, adaptability, and teamwork rather than personal preferences. You can also revisit the job requirements to assess whether the candidate’s soft skills align with the role’s needs. If disagreements remain, consider doing a follow-up interview or creating a weighted scoring system to evaluate soft skills more consistently. Ultimately, focus on what will best support the team and company goals.

When your team can't agree on a candidate's soft skills, start by having a chill chat. Get everyone to share their thoughts with examples from the interview. Stick to concrete stuff like how well they communicate, adapt, and work with others instead of personal likes. You can also look back at the job requirements to see if the candidate's skills fit what you need. If there's still some back and forth, think about a follow-up interview or a scoring system to rate those soft skills more fairly. In the end, focus on what helps the team and the company's goals the most.

To bridge the gap in your team’s views on a candidate’s soft skills, start by making sure everyone is aligned on what soft skills are key for the role. Have an open discussion where each team member shares their perspective, backed by examples from the interview. Focus on evidence rather than opinions. Revisit specific moments from the interview where the candidate either demonstrated or lacked the soft skills you’re evaluating. If needed, use a rubric to add some structure and reduce bias. From there, aim for consensus or consider a follow-up interview to get more clarity. Keeping communication open and evidence-based can help the team come to a fair decision.

To bridge the gap in perceptions about a candidate’s soft skills, you can: Facilitate Open Discussions: Encourage team members to share their views openly. Use Objective Criteria: Develop clear criteria for evaluating soft skills. Conduct Behavioral Interviews: Ask for specific examples of past behavior. Seek Multiple Opinions: Gather feedback from various team members. Role-Playing Scenarios: Observe the candidate in simulated situations. Training and Calibration: Train the team on assessing soft skills consistently. Consider External Assessments: Use unbiased tools for evaluation. Reflect and Reassess: Discuss feedback and aim for consensus.