Hiring the right candidate takes considerable time and effort. Finding that perfect fit for your business or team is no easy task, made even harder when more than one applicant is right for the position. 

Bringing on the right person takes resourcefulness and serious consideration.  

Having two great people for one post is an ideal situation, but when only one can be chosen, how do we make sure we choose the right person?

WHAT CAN A CANDIDATE CONTRIBUTE TO COMPANY CULTURE

On paper, your interviewee may be exactly what you’re looking for, but it’s important to consider what this person can add to your company’s culture.

By this we mean, can your candidate contribute diverse ideas or a different set of thoughts or values? 

In today’s company culture, it is extremely beneficial to have a workforce who can bring different energies to the table, allowing us to avoid stagnation in the workplace. 

CONSIDER A CANDIDATE'S SOFT SKILLS 

Considering a candidate’s soft skills, also known as people skills, may just be the one thing that sets them apart. When applicants possess the same hard skills, it is important to look beyond the CV at the person’s traits, like communication, creativity and empathy.

While interviewing, did your candidate highlight instances of collaboration, or do they present themselves as the lone mastermind behind the project? Did they give due credit to team members? These types of things are important to consider during the interview process.

THINK ABOUT THE FUTURE OF YOUR TEAM

Ideally we are looking for longevity in a candidate, someone who will grow with the company. It is important to take into account your company’s future plans. For example, if you anticipate your team to expand rapidly, will your candidate be able to cope with a growing circle?

Considering your team or company’s future allows you to prepare questions for your interviewee in advance, which will help assess your candidate’s abilities to cope.

Delve further into your candidate’s CV and look for anything you think may be of assistance in the future. Do they have a second language that might prove useful in upcoming projects? Can their hobbies be turned into a company asset (perhaps social media use or yoga/meditation)?

MEET IN A RELAXED SETTING

If your candidate is a serious contender for the position, invite them for a more informal meeting after the initial interviewing process. First round interviews can be quite structured or even daunting in a formal setting, so it is a good idea to see how your candidate reacts in a relaxed environment.

Perhaps the interview process was conducted via video calls, not face to face. Consider a coffee in your office or where possible. You will get more of a sense of their personality and you may have an opportunity to introduce some colleagues or peers, maybe later getting their feedback. 

TESTING

Conducting a psychometric assessment on your potential employee is a good way to get a better idea of their personality and traits. Numerical reasoning, verbal reasoning and situation judgements are all good indicators on the way your candidate may handle certain situations in the workplace. 

VERBAL REFERENCES 

A verbal reference will give you knowledge that you just would not get in a resume. With permission of course, contact former employers to give you an insight into the person’s work ethic and daily handlings in their previous position. Explain to the candidate you are collecting references for another candidate also, it is important to be transparent in this process as reference checking can be seen as the final hurdle before a pending job offer, it would be unfair for a candidate to think this if you are choosing between candidates.  

FINAL THOUGHTS

While you are busy making your decision, again it is important to ensure both candidates are kept in the loop fully during this process, especially if it becomes lengthy for any reason.

It is important (and common courtesy) to keep each candidate informed of an expected timeline for a decision, otherwise you may end up losing one or even both.

And finally, ensure you take the time to give the candidate that is not hired detailed feedback as to why they did not secure the role. They will appreciate it and perhaps your paths will cross again in the future! 

To speak with a specialist consultant, contact Armont Recruitment on +353 1 556 3399 or hello@armont.ie