When you work with us we'll always mediate your decision-making sessions to ensure we make space to talk about differences in opinion on what's most important for the role, address any bias that might have occurred in how you've perceived the candidates and ensure that the whole team feels confident in the reasons for why you've chosen one person over the others.

We'll start the session by asking each person to share the total scores for candidates so we can just see if there are any patterns in the scoring, and also identify where there is most divergence in how each panel member has judged the candidates.

From there we'll ask the team to choose which people they are most keen to discuss first and delve into the reasons for those scores. We'll make a note of any useful feedback we can articulate to the candidates based on the team's discussions.

You may find yourself wanting to change your scores or perspectives on people during the discussion. This is absolutely fine. When we take time to reflect and see candidates through other people's eyes we sometimes realise we've been harsher or more forgiving than we should've been. However our mediator will also make sure that the most dominant hiring manager doesn't persuade people away from their honest views, and if there is still unresolved conflict or differences in opinion by the end of the session we usually suggest the team sleeps on it before drawing final conclusions.