When two doesn’t go into one, how to decide between two great candidates.
Have you ever found yourself in the unusual situation of having two great candidates for a role? It’s a good problem to have.
Although, it’s still a problem. While you know you’ll end up with a great new employee regardless, it’s not easy to choose between two equally qualified, talented and deserving candidates. So how do you decide?
Assessing candidates from different perspectives including testing their abilities can be great options to assist in the decision-making process.
Try these options:
Assess their soft skills
Assessing soft skills will help to clarify what a candidate can contribute to your company culture.
Communication, conflict resolution and problem-solving assist the company address issues. Creativity and critical thinking help to find new solutions. Empathy and flexibility mean staff work well in a team and get along with others.
Ask yourself, has either of the candidates highlighted instances of these, or any other important traita in the application or interview process? If not, ask the candidates for examples of when they’ve demonstrated such soft skills.
Plan for the future
While it’s obviously important to address immediate needs, thinking about the direction you want your organisation to take in the future can help to differentiate between two equal candidates.
It’s imperative to hire candidates who can support growth and take the company forward. To evaluate this, assess each candidate within the context of your current team and their individual characteristics. Can you envision one candidate making a more positive contribution to the organisation’s future than the other? Does one candidate bring with them a particularly useful or rare skill that could potentially create a new offering or solution to a problem?
Conduct some simple testing
If you still don’t have a clear winner, set a test or conduct a practical interview to see the candidates’ skills in action. Some examples of how you can test for exceptional skills include:
- For Administrative staff, present them with a requirement to develop an Excel spreadsheet based on what is currently used.
- For Business Development Managers, put together a short client brief and ask them to provide sound recommendations to meet it.
- For customer service officers, put together a short list of customer issues and have them demonstrate how they’d resolve them.
It is important to get candidates to demonstrate how they operate in a real-life work setting and these types of real-life activities can really assist in determining if one candidate stands out from the other.
Need a little more support with HR but not sure where to start? We also offer a free HR Health Check – where we review all your HR documents, processes, contracts to ensure they meet HR Best Practice and most importantly legally compliant. This can be completed online by uploading your documents or via email if you prefer. We then supply a report detailing your current HR compliance and suggested changes plus list any new documents you may require.
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