To handle differing views on a candidate's relevance, follow these steps: 1. Encourage open communication. 2. Focus on facts. 3. Find common ground. 4. Assign a mediator (if needed). 5. Use a majority vote (if all else fails). Work together to find a solution that respects everyone's input and ensures a well-informed decision.

To determine the relevance of a candidate’s experience, assess how their previous roles align with the key responsibilities of the job. Focus on transferable skills, such as leadership, problem-solving, and adaptability. Ask targeted questions to gauge how their past experiences solve problems similar to those in your organization. Encourage a discussion with your team to evaluate how these skills will add value to the role. “The right experience is not just about years, but impact.”

While at One Digital, when my team was divided on a candidate's experience, I took a structured approach to determine its relevance to the job role: Revisit Job Description: Identified core competencies and skills needed. Map Experience: Aligned candidate's experience with job requirements. Contextual Evaluation: Assessed relevance of experience in similar roles or industries. Impact Assessment: Evaluated quantifiable achievements and contributions. Skill Transferability: Considered how transferable their skills were. Team Consultation: Gathered diverse perspectives from the team. Cultural Fit: Ensured alignment with company values. This approach helped us make a well-informed decision.