"This scenario can be especially challenging when working on a role with a department manager or other stakeholder who has a particular personality type. In my current role, there are times that the decision-makers need deeper information regarding the landscape of available talent. If a leader disagrees with the quality of my shortlisted candidate, I am sure to remove any emotion from the equation and come back to them with factual data from my talent marketplace analytics and other forms of benchmarking. When a leader can look at the full picture, they are much more likely to take an open-minded approach. Sometimes this scenario means that I go back to my search and find a new candidate for consideration. Other times this situation means that we compromise by interviewing the candidate one more time to try and uncover any reasons the leader feels hesitant to make a job offer."