Through my experience, I would suggest to have an open discussion where in we key point the requirements and the analysing the candidate’s hands on experience and the highest qualification. It’s important to key mark the essentials and then take a decision. It’s also important to encourage to have views of different individuals as they might bring up new discovery. Evidence is also a mandate aspect as mentioned above the hands on experience and the qualification of a candidate. Bringing all together and analysing the requirements and the candidates experience would be the best to approach a better result.

Conflicting opinions on a candidate? Here’s a real-life approach: During a hiring discussion, one team member prioritized technical expertise, while another focused on culture fit. I asked: “What’s non-negotiable for success in this role?” This shifted the debate to the role’s core needs, and we revisited the candidate’s examples that matched those priorities. A good hire isn’t about winning debates it’s about building winning teams!

- Make sure everyone aligns with the predetermined non-negotiables and core requirements for the role. Use these as a reference point to ground the discussion. - Ask team members to provide detailed, concrete feedback based on the candidate's qualifications, experience, and interview performance rather than relying on vague impressions or gut feelings. - Introduce a standardized scoring system for key criteria (e.g., technical skills, cultural fit, communication). Compare scores to identify areas of agreement or divergence.

Listen to everyone's point of view and find a alternate solution to ensure everyone's point of view is heard. Come on a common ground.

Listen to the majority and check the spot the people agreed with. Assess the cause and result, if the history of the candidate shows any evidence for the agreed group or disagreed group. Those may help finding the way out.

Ensuring a productive discussion is crucial. some pointers to help facilitate a constructive conversation Prepare for the Discussion 1. Gather feedback - 2. Review candidate profile- Structure the Discussion 1. Set ground rules - 2. Start with positives- 3. Discuss concerns - 4. Focus on behaviors and skills- Encourage Active Listening and Critical Thinking 1. Ask open-ended questions- 2. Seek clarification- 3. Explore assumptions- 4. Evaluate evidence- Reach a Collective Decision 1. Summarize key points- 2. Identify areas for further evaluation- 3. Establish a decision-making criteria- 4. Reach a consensus- Post-Discussion 1. Document the discussion- 2. Communicate with the candidate -

It's normal to receive diverse feedback for a candidate after a group interview or few rounds of interviews taken by different interviewers. To ensure a fair and effective evaluation, it's crucial to consider everyone's input and the rationale behind their comments. Logical reasoning, supported by example, plays a key role in having a productive discussion and eventually helps in making an unbiased decision.

When my team disagreed on a candidate's potential, it became an opportunity to strengthen our culture. By encouraging open dialogue, we valued diverse opinions and focused on shared criteria like skills and cultural fit. Navigating these discussions together not only helped us reach a consensus but also deepened our trust and connection. Such moments of disagreement often bring teams closer, reinforcing the idea that a strong culture thrives on open communication and collective input.

I have always believed that the 'answer is in the details' and that's why we have SOP's in place to manage the measurable parts in a resume / profile. But a resume is that of a human and hence there are multiple non measurable aspects which need to be looked through and that comes with experience. IQ I feel is as imp if not more imp than EQ. So I agree with everyone here that a healthy open discussion must pursue whenever a mixed opinion is reached about a candidate's profile. Give a little more weightage to experience in the group cause the guy feel would have matured over time but don't ignore the new ones feedback, a new perspective always adds light. To sum up - little in any relationship, open discussion is the key.

To ensure a productive discussion with conflicting opinions about a candidate, follow these steps: Create a Safe Environment: Promote respectful, fact-based dialogue. Define criteria for success: Agree on key skills and competencies. Share Data: Ground the discussion in objective information. Encourage constructive criticism: Focus on specific strengths and weaknesses. Seek Common Ground: Highlight areas of agreement. Explore Differences: Understand differing priorities. Use a Decision Framework: Implement tools like pros/cons or scoring systems. Agree on Next Steps: Decide on the course of action. Respect the Decision: Support the final choice. Follow Up: Reflect on improving future evaluations. Always use facts, respect, and structure.