To navigate conflicting feedback, facilitate a discussion to understand each perspective, focusing on specific examples from the interview. Look for common ground, weigh the feedback against the role's key requirements, and consider arranging a follow-up interview if needed for clarity.

O primeiro passo é buscar um equilíbrio e alcan?ar um consenso.Acredito que a melhor abordagem é avaliar o feedback de todos à respeito dos requisitos específicos do cargo e dos valores da empresa, priorizando preocupa??es que sejam mais relevantes para o sucesso do candidato na fun??o. Em seguida, realizar uma reuni?o de acompanhamento permitindo que cada membro da equipe exponha seus pontos de vista de forma mais aprofundada, promovendo uma discuss?o aberta e colaborativa. Pode-se também considerar uma segunda entrevista, com foco nas áreas de divergência, para obter mais informa??es que ajudem a tomar uma decis?o mais equilibrada. Contudo o resultado deve ser justo e alinhado com os objetivos da equipe e da empresa.

Leverage a "bias audit" to turn conflicting feedback into a learning opportunity. Ask each team member to identify any unconscious biases or personal preferences that might have influenced their assessment. Then, reframe the discussion around the candidate’s potential to grow into the role, rather than just past performance. This fosters a deeper, values-driven evaluation and encourages your team to align on long-term impact rather than surface-level disagreements.

Additional top 5 tips to drive alignment: To navigate conflicting feedback, focus on five key criteria post-interview: 1) Skills Gap Analysis 2) Diversity of Thought 3) Cultural Alignment 4) Soft Skills 5) and Potential for Growth. Identify missing skills in the team and evaluate which candidate fills these gaps. Assess how each candidate's unique perspectives can drive innovation. Ensure alignment with company values and team dynamics. Consider communication, teamwork, and leadership abilities. Evaluate willingness to learn and long-term alignment. Hold a follow-up meeting to discuss these points in-depth and achieve consensus.

If there's conflicting feedback on a candidate, it sounds like the interview process should be re-visited on how to best ensure each interviewer assesses a particular competency in the candidate aligned with the role. Regarding the differences in feedback, it's important to understand: 1) are there overarching themes in this, and 2) are these personal, unbiased opinions? It could also be a good idea to either have another team member (not affiliated with the direct team) chat with the candidate + ensure the Hiring Manager has a very clear understanding about the polarizing feedback to figure out how to best address it for this candidate + future candidates.