Source | LinkedIn | Aniisu K Verghese
Doing interviews and assessments to select the right candidate isn’t an easy task. Especially, when you have to make hard decisions about who is most suited for a particular role.
Look up this scenario, where a panel is divided on whom to choose, and share your views.
Mahesh: “Hello everyone, thanks for joining. I know it has been a busy week with the interviews you did. We need to now arrive at the right choice. Let’s do a round-robin and get everyone’s views on the candidates – Mika and Nina. Just so that everyone is on the same page, we are hiring for the junior-middle level in the supply chain team. It expects the candidate to have strong relations with stakeholders, a high degree of ownership and the ability to work collaboratively across functions. Both Mika and Nina has similar backgrounds and qualifications and equal years of experience”.
Murmurs around the room as the panelists look uneasy.
Dinesh: “Let me go first. I feel Mika came across as too ‘strong’ in his behavior and words. He said things like ‘if I don’t get it my way, then I will need to push the case hard’. Nina on the other hand, was soft spoken and that might come in the way of her delivering on the role. Our culture expects more!”
Ganga: “Well, I would disagree. Mika spoke his mind and we rather have someone who says things directly and firmly instead of being intimidated by stakeholders.”