What do you do if your team members have conflicting opinions during a job interview?

1 Listen First

Active listening is paramount when team members express differing views. Encourage each member to share their perspective without interruption. This shows respect for their opinions and helps you understand the rationale behind their stance. By validating their concerns, you're more likely to foster an environment where everyone feels heard, which is the first step towards finding common ground. Remember, the objective is not to win an argument but to arrive at the best decision for the team and the organization.

2 Question Fairly

When conflicting opinions arise, ask questions that clarify rather than challenge. Your role is to guide the discussion in a constructive manner. Use open-ended questions to delve deeper into each team member's reasoning. This approach can reveal underlying assumptions and priorities that may not have been initially apparent. It also allows the team to consider different aspects of each opinion, potentially leading to a more nuanced understanding of the candidate's suitability for the role.

3 Stay Objective

Maintaining objectivity is crucial when mediating between differing opinions. Focus on the job requirements and how the candidate's skills and experience align with them. Remind your team to weigh opinions against these criteria rather than personal preferences. This helps in keeping the discussion centered on the ultimate goal of finding the most qualified individual for the job. An objective approach also sets a professional tone for the interview process and decision-making.

5 Embrace Diversity

Diverse opinions are a strength, not a hindrance. They bring different perspectives and can lead to a more well-rounded evaluation of a candidate. Acknowledge and celebrate the diversity of thought within your team. It can lead to innovative solutions and prevent groupthink. By embracing diverse viewpoints, you foster an inclusive culture where every team member's contribution is valued, enhancing collaboration and teamwork.

6 Resolve Diplomatically

If a consensus seems out of reach, you may need to employ diplomatic skills to resolve the impasse. Consider proposing a follow-up discussion after allowing some time for reflection, or suggest additional methods for evaluation, like a second interview or practical assessment. Sometimes, appointing an impartial mediator or deferring to a senior team member's judgment can help in breaking the deadlock. The key is to ensure that the resolution process is transparent and fair, maintaining team cohesion and respect.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?