It’s good to be in a position where selection is down to just two best fit and suitable candidates. However, it’s wise to use a multidimensional perspective and approach to finalize the best between the last two to ensure not only its skill match but also culture match for the company so that the hiree is the most suitable candidate possible for the long term within the company.
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You are in a privileged position:
After weeks of searching, numerous rounds of interviews, and many hours spent evaluating candidates, the field has been narrowed down to two top contenders. Congratulations!
How can you select the right candidate?
We recommend using a structured and more effective method to make the best hiring decisions.
How to choose between two qualified job candidates
Compare the match of job skills and work experience.
Ask stakeholders (e.g. the immediate supervisor or hiring manager) if each candidate has the same skills/experience needed for the job. These requirements should be weighed and prioritized. You might be able to identify a clear winner by re-evaluating each candidate using this weighted rubric.
See who is better at soft skills.
Both candidates should have the required job skills and work experience to move on beyond their resumes. The best candidate may have more soft skills that are needed for the job. This article explains how to evaluate candidates’ soft skills to determine which candidate might be the best choice.
See who fits in the Long-term vision of the company
What direction is your company headed over the next five years? What changes could the team or department of the new hire look like over time? What do the 3- to 5-year career plans of each candidate align with organizational or departmental objectives?
Which do you see having a greater impact on the future of the team? These questions could tip the balance in favor of one person.
Think who does value addition to company culture
It is important to hire people who share your vision and are passionate about the organization’s values. However, this can lead to work teams being homogeneous.
Instead of assessing candidates based on whether they will work better in your organization, think about which candidate will contribute more to the culture of your organization – i.e. more diverse perspectives, thoughts, backgrounds, etc.
Use a work simulation test to differentiate
You can also take a work simulation test if you are still not sure which job to pursue. These tests require that candidates demonstrate their ability to perform specific job tasks.
Simulators can be performed using a computer or written test. Reduce bias after each candidate has completed the test. Ask stakeholders to blindly assess results.
Are you looking to hire smarter people?
Akscellence can help you with your job search. Our On-Target fulfillment process delivers the best candidates every time. It uses industry-leading technology and best practice.
You can also test out potential employees before you commit to hiring them with our temporary-to-hire option.
