How To Choose Between Similar Candidates For A Job

representingThis article is contributed by Samantha Brave.

There are many things that make a company what it is, but few factors play as instrumental a role as the staff that that organisation is made up of. Your employees will not only be responsible for your organisation’s output, but they will also give your team its personality and affect the way it gels. They will alter the way that clients and others see your business by acting as ambassadors for your company, and they will contribute ideas and more.

As such then, it’s important that you get it right when you hire staff and that you employ only the very best candidates for any job rather than rushing into hiring without giving it due consideration. This is why it can be such a stressful and difficult process choosing between two well suited candidates for a job – how do you pick between them and choose the person who will ultimately be best suited to the role and bring the most to the organisation?

Making matters worse is the fact that in choosing one person, you will have to turn down someone else – and someone who is probably perfectly capable and would be a great fit. Here then we will look at some of the things that you should look for to help you choose between candidates so that you can be a positive as possible that you made the right choice…

Personality

personalityOf course if you are narrowly considering two different candidates for a job and it’s tough to pick between them, then chances are that they will both be likeable and conscientious-seeming characters to have gotten this far. But what you also need to ask yourself is how they are going to fit into the personality of the team. Which one of them will be likely to gel the best with the rest? Probably someone of a similar age and mindset who you can see becoming something of a friend as well as a colleague. And ask yourself too who you’d rather work with.

If you struggle with this then you can always ask the opinions of your team too to see who they are most excited about working with. This is one of the big reasons you should always have a few people sit in on interviews – so that you can listen to other opinions when you’re unable to make up your own mind.

Small Details

small detailsAnother option is to dig deeper and look at some of the smaller and more precise details. Rather than choosing who to hire based on the usual factors such as qualifications and experience, this means looking at things like driving licenses to see who has the better track record, things like location to see who is more easily able to commute and things like vocabulary to see who will be better at answering the phone. When you have eradicated all the big differentiators, it’s time to start looking for minor differences that might just give one member of staff the edge over another.

Performance

testingAlternatively you can always go the route of looking at who performed better specifically during that interview. This means looking at how they answered questions and even how well turned out they are. Normally one interview will go slightly smoother than the other, and if you look at this like a test then it’s fair to base the outcome on who did best on the day.

Who Needs it?

interviewIf you really can’t decide which candidate will be better for your business, then you might want to ask instead which candidate your business will be best for (think about it…). In other words – who out of the two needs it the most? And who will be the most grateful? Not only will this mean you’re doing a good deed and helping someone out who perhaps is struggling financially or to get a chance, but it will also mean that they’ll feel more obligated to do the best work possible and to be loyal to your organisation for longer.

Author Bio: Samantha Brave is part of the team with  4SafeDrivers.com, a company dealing in driving records. She loves the outdoors and enjoys going camping on weekends.

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