You're facing team conflicts over a candidate's past performance. How can you resolve them effectively?

To resolve team conflicts effectively, especially those stemming from past experiences, start by acknowledging the issue and creating a safe environment for open dialogue. Actively listen to each team member to understand their perspectives and identify the root cause of the conflict. Encourage collaborative problem-solving to find a mutually agreeable solution and develop a clear action plan with specific steps and responsibilities. Follow up to ensure progress and make adjustments as needed. Given your experience in SAP Hybris and project management, use your expertise to provide technical insights, set clear expectations, and model effective communication and conflict resolution skills, fostering a positive and cooperative team culture.

By focusing on objective data, such as quantifiable achievements and verified references, you can create a balanced and accurate profile of the candidate. This method not only reduces the risk of personal biases but also provides a clear, evidence-based foundation for team discussions. Leveraging factual information ensures that the evaluation process is fair and transparent, ultimately leading to more informed and equitable hiring decisions.

To resolve team conflicts over a candidate's past performance effectively, start by facilitating an open and respectful discussion where all team members can voice their concerns and perspectives. Review the candidate's past performance data objectively, highlighting both strengths and areas of improvement. Encourage team members to focus on the candidate's potential for growth and how their skills align with the current role's requirements. Seek common ground and consensus by weighing the candidate's overall fit with the team and organizational culture. If necessary, involve a neutral third party to mediate the discussion. By promoting transparency and collaboration, you can resolve conflicts and make a balanced decision.

Many interviewers misinterpret their perception of the example given and the facts shared during it. We all come from different backgrounds and cultures, and we see things differently. Unconscious biases are natural during interviews; you must be careful not to let them impact your judgment. Remain as factual as possible by avoiding jumping to conclusions. In the beginning, it helps to avoid deciding on the spot while still emotional. Give it a day, read through your notes and assess the candidate against the hiring bar.

It's always better to make a wrong recruiting decision than a bad hiring decision. Training and onboarding someone is more expensive to a business than keeping the job open longer. Whenever you're unsure, just be comfortable asking other team members involved in the recruitment process. Anybody involved can help bring data points and potentially mitigate any concerns you might have.

Encourage the team to focus on objective data and facts regarding the candidate's past performance. Review performance metrics, feedback, and concrete examples rather than relying on subjective opinions. This helps to ensure that the discussion remains constructive and focused on relevant issues. By prioritizing facts over feelings, you can facilitate a more balanced and fair evaluation process.

Past achievements are indicators of future ones. That's why questions like "Tell me about a time.." are so trendy. But you can easily explore a concern you identified in these kinds of answers. Just ask a scenario-like question: "And what would you do today if you had to..." Combine the data from both answers to make your decision. Were they able to mitigate the concerns you had after the first question? Were they able to demonstrate learning and a growth mindset? It's never black or white; you learn that after doing 1000s interviews.