How To Choose Between Great Job Candidates
It's an ideal dilemma: You have equally great job candidates, and you don't know which to choose. Pat yourself on the back! This means your hiring process is effective, as is your job description and company brand. However, now the test is to decide how to invest in your company's future. Will it really workout successfully no matter who you choose? There are still some key points to consider. Don't just flip a coin! Here are a few tips to help you make the decision:
Check references
Many companies, despite their high caliber, don't conduct reference checks. However, references can prove to be an extremely telling resource that'll change your hiring process for the better. Unfortunately, candidates can falsely impress hiring managers yet prove to be a difficult team player. Make sure to specify that references must be professional. Ideally, this would be previous supervisors (of course, not their present supervisor). Even if you suspect the contact is embellishing the candidate, you'll get a good sense of how the candidate affects others.
What are their similarities? Differences?
Surely, you're between these candidates for one or two reasons: Either they are very much alike, or they both bring differing strengths to the table. Is one candidate more experienced and traditional, yet the other would bring a fresh perspective to the company? Is one candidate more versed in a skillset, while the other is an expert communicator? Are they quite close in skill and experience?
Figure out what your company needs
It's tempting to choose a candidate because of ease – a candidate who is willing to get paid less, a candidate who is suspiciously ovequalified, a candidate that says yes to everything you'd give them to do, etc. . However, you need to keep in mind that each new hire is an opportunity to grow your company. Every fresh face brings with them a unique background. Do you want your company to be more innovative? Stable? Collaborative? Make sure you set out to look for key qualities that would benefit your company. Don't just make it easier for you.
Give them an assignment or tough situation question
If you haven't already, put their skills to the test! Can you give an assignment to finish? Can you ask them a question that reveals their thought process? Maybe you could even throw in a crazy question, like make tech companies are starting to do. For example, “How many golfballs can you fit in a limosine?” Obviously, you're not looking for accuracy as much as how the candidate is going to figure it out.
Go with the personality that meshes best with yours
Remember to hire for a good attitude. People with this attitude are eager to learn and grow. If you're going with someone based on work history, it doesn't mean you'll be able to work with them easily. Go with you gut and pick the candidate that you believe will work well with the team – not the one who will merely achieve goals.
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