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I've read before -- though right now I can't think of the source -- that if a group of interviewers are weakly against a candidate but one is strongly for them,
by morley 3y ago
I've read before -- though right now I can't think of the source -- that if a group of interviewers are weakly against a candidate but one is strongly for them, you should trust the instincts of the person who's "strongly for." When hiring, I'd probably have that than a room of people who are weakly for a candidate on the basis that you'd rather have a person who's great at one thing than someone who's okay at everything.
- tomhallett 3y agoAre there any books on this topic that anyone would recommend? As a manager, this is where I struggled the most - naturally i am someone who strives to be a consensus builder, but it's hard to know when to put your thumb on the scale vs not.
- deleted 3y ago[deleted]
- ZephyrBlu 3y agoRead this and you will understand why consensus often doesn't make sense in hiring: https://erikbern.com/2020/01/13/how-to-hire-smarter-than-the-market-a-toy-model.html https://erikbern.com/2020/01/13/how-to-hire-smarter-than-the....