 In recruitment, sometimes we are fortunate to get two or three equally qualified candidates vying for the same role, and you know that you would need to come to a decision fast if you want to secure your top choice. So you start looking for new ways to access your final candidates to ensure you are making a very objective and informed decision. According to Phil Sheridan, here’s a few things to consider when deciding between who is going to be a ‘good fit’:
Look at the long-term Immediate needs may feel more pressing, but don’t forget to look to the future when choosing between two candidates for a job. Businesses are changing rapidly to negotiate the digital shift, so it’s worth considering which candidate suits your business’ long-term plans. Assess which candidate displays a wider range of useful technical skills, an interest in learning and development or good leadership potential. A company culture fit Finding the right fit for your company culture can mean the difference between an employee who stays until that ‘new job excitement’ wears off, and one that integrates faster, performs better and stays longer. Interest and enthusiasm When you think back to your meetings with both candidates, which of them seemed the most engaged throughout the process? Who asked questions and seemed the most inspired? Which candidate was the quickest to follow-up with you after the interview? Recalling details like this can help you gauge which candidate wanted the position more. And after, you find yourself still unable to decide, perhaps you may want to consider hiring both. With the stiff competition in the market for talents, finding great candidates is a rare opportunity to grow your teams with quality talents. Once you get the green light from your management to hire the candidates, you may want to each role unique from the other so that each employee feels that they are making a difference with their contributions
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