You're at odds with a coworker over an interview candidate's rating. How do you find common ground?

To find common ground with a co-worker over an interview candidate's rating, I suggest discussing specific observations and aligning on the job-relevant criteria each of us prioritizes. By focusing on shared goals of hiring the best fit for the role and revisiting the candidate's qualifications objectively, we can reach consensus

Focus on concrete examples of the candidate's experience, skills, and responses that were discussed during the interview. Compare notes on these specific instances to identify where your views align or differ.

Finding common ground with a coworker over an interview candidate's rating involves open communication and collaboration. Start by discussing each of your perspectives in a calm, respectful manner. Highlight the candidate's strengths and weaknesses based on objective criteria. Identify areas where your assessments overlap and use those as a foundation for agreement. If differences remain, consider seeking input from another colleague or using a scoring rubric to standardize evaluations. The goal is to ensure a fair and balanced decision that benefits the team.

Quando surgem divergências sobre a classifica??o de um candidato entre colegas de trabalho, é crucial buscar um terreno comum para garantir decis?es justas e bem fundamentadas. Comece por valorizar diferentes perspectivas e experiências, ouvindo atentamente os argumentos de cada parte. Busque critérios objetivos e mensuráveis para avalia??o, como competências técnicas e comportamentais relevantes para o cargo. Promova discuss?es construtivas, focadas no interesse mútuo de recrutar o melhor talento para a equipe. Ao considerar os pontos de vista de todos e priorizar o consenso baseado em evidências, é possível alcan?ar uma decis?o que beneficie a organiza??o e fortale?a a colabora??o entre os colegas.

Recognize the validity of your coworker’s concerns or viewpoints. Even if you don’t agree with everything, acknowledging their perspective can help in building mutual respect and finding areas of agreement.

Discuss how the candidate’s potential aligns with the long-term goals of the team or organization. Ensure that your evaluation criteria are consistent with the future needs and growth plans of the role.

Finding common ground with a coworker over an interview candidate's rating requires open communication and collaboration: Set Up a Discussion: Arrange a meeting to discuss the candidate’s evaluation in a neutral, non-confrontational setting. Share Perspectives: Each person should share their views and specific reasons for their rating, citing concrete examples from the interview. Focus on Criteria: Revisit the key competencies and criteria for the role. Ensure both parties are aligned on what’s most important. Seek Evidence: Refer to objective data from the interview, such as test results or specific responses. Consider Compromise: Find a middle ground or agree to further evaluate the candidate if needed.

Bring the candidate’s rating discussion to a hiring manager or a senior leader. They can provide a higher-level perspective and may help prioritize the most important criteria for the role, helping you and your coworker align on the candidate’s fit.

Take time to think about what caused the disagreement. Was it a difference in how you both interpreted the candidate’s responses or a misalignment in the criteria used for evaluation?

finding common ground with a coworker over an interview candidate's rating requires communication, collaboration, and a willingness to compromise. By approaching the situation with empathy, openness, and a focus on finding solutions, it is possible to reach a resolution that satisfies both parties and ensures the best decision is made for the company.