The Problem- One position. Two equally qualified job candidates.
Having two equally suitable candidates for a single job opening comes up as a real good problem for the hiring manager. In order to save yourself diving deeper into this dilemma, there are several questions, which you should be able to answer to gain more clarity on the final selection of the candidate. These include:
What you actually want in the new hire- no one can answer this question better than you can. Find out which one of them meets the current skill sets required in the job role perfectly. Go deeper in your analysis to weigh them on different skill sets as per the position offered. For instance, for a sales role, fix points as per their experience in a particular company and a specific product. This comparison can give you an opportunity to prefer one candidate and not the other.
How much can you rate him on organizational fit?
Did he get along with you easily during the interview? What was the level of his interaction and interest in knowing more about the company and the job role offered to him. If you feel he can easily adapt to the office culture, give him an extra point. After all, an employee who socializes with the other staff members contributes in creating a healthy work environment.
Is he capable to work independently?
Definitely, you would appreciate a self-motivated employee to join your team. Does his personality indicate potential for the job? Compare both the applicants on their capability and willingness to take up new challenges.
Who finds the job offer more lucrative?
Even if you cannot distinguish between the two options, this one can be a clear deciding factor for you. When hiring a job applicant, several other options are considered, and compensation requirement is one of them. Compare the experience level of both the candidates and their respective salary expectation for the job. Choose the one who fits well in your compensation level, work culture, and current requirements.
To conclude, your hiring strategy should simply focus on several points- why are you hiring, what you are looking for in your future employee, any specific technical or non-technical skill required, and future prospects.
So, choose the one who fits well in your present frame of requirement.
Swati Srivastava is an avid writer with a keen interest on the extensive domain of job search and career counselling. Currently associated with Naukrigulf.com, her articles are published on several reputed job search portals and online career magazines. Follow her on Google+
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