How Do You Choose Between Two Strong Job Candidates?

Choosing between two strong candidates can feel like an uphill battle. Both have impressive resumes and seem like they’d be a great addition to your team. So, how do you make the final decision? Should you stretch the budget to hire both or find the best fit? Here are some simple tips to help you make the right choice. 

1. Evaluate Cultural Fit 

Cultural fit is just as important as skills and experience. Consider how each candidate fits in with your company's values and work environment. Ask yourself: 

• How well will they integrate with the existing team? 
• Do their personal values align with the company's mission and vision? 
• Will their work style complement or clash with the team’s dynamics? 

A candidate who aligns with your company culture is more likely to succeed and add value in the long run.  

2. Assess Soft Skills and Leadership Potential 

While technical skills are needed, soft skills often make the difference between two equally qualified candidates. Look beyond the resume and evaluate: 

• Communication skills: How effectively do they articulate their ideas? 
• Problem-solving abilities: How do they approach challenges and find solutions? 
• Leadership potential: Do they exhibit traits that could help them grow into leadership roles? 

Consider how these soft skills will benefit your team. Remember to assess and identify the gaps in your team so that you can identify which skills will complement them best. 

3. Think Long-Term 

Some candidates might only be looking for short-term experience. Consider how each candidate fits into your company’s future. Ask yourself: 

• Which candidate has more potential to grow? 
• Who has skills that will help the company in the long term? 
• Can they adapt as the company changes? 
• Are they likely to stay with the company longer? 

Choosing a candidate with long-term potential is a worthwhile investment, saving your business both time and money 

4. Gauge Their Interest and Enthusiasm 

Throughout the recruitment process, consider which candidate has shown more interest in the role. Ask yourself: 

• Did one candidate seem more engaged during interviews? 
• Who asked more insightful questions about the company and the role? 
• Did either candidate follow up quickly after each stage? 

A candidate's enthusiasm and genuine interest can show how well they will perform in the role. 

5. Conduct Reference Checks 

Reference checks can give you useful information about a candidate’s work ethic, reliability, and past performance. Contact former employers or colleagues and ask: 

• How did they do in their previous roles? 
• What are their strengths and weaknesses? 
• How did they handle conflicts or challenges? 

References can help confirm or adjust your impressions and understanding from the interviews. 

6. Try Other Approaches 

Use different methods to see each candidate’s strengths and weaknesses: 

• Trial Tasks: Give candidates tasks to see how they handle real-world challenges and use their skills. 
• Psychometric Tests: These tests can show their personality characteristics and behavioural preferences and help you to identify how well they will fit with your company’s culture. 
• Casual Meetings: If your interviews were formal, try a more relaxed follow-up meeting to learn more about their personality. 
• Team Meet and Greet: Introduce candidates to your team and see how they interact. The team’s feedback can be very helpful. 

7. Still Undecided? Consider Hiring Both 

In today’s competitive job market, skilled talent can be hard to find. If both candidates are exceptional, could you consider hiring both? While this might not always be feasible due to budget constraints or team structure, it’s worth taking the time to consider. 

• Business Needs: Check your current projects—are any on hold because of a lack of resources? Could one of the candidates help move these projects forward generating a quick return on investment? 
• Future Growth: Consider whether your business might need more talent soon. Hiring both candidates could prevent the need for another round of recruitment in a few months. 

8. Trust Your Instincts 

Finally, trust your instincts. Sometimes, your gut feeling about a candidate can be a strong guide. Consider: 

• Your interactions during the interview: Did one candidate make a better impression? 
• How you felt about their answers and attitude: Was there one who felt like a better fit?  

Your intuition can be a helpful tool in making the final choice. By following all the previous steps, you can ensure that you are not unconsciously being biased to one individual over another.  

Once you’ve weighed up all these factors, it’s important to make a decision promptly. The last thing you want is to lose out on both candidates because you took too long to extend an offer. 

If you choose the one, be sure to provide thoughtful feedback. If you gave them challenging trial tasks, consider compensating the other for the effort. Keeping a good relationship, such as by connecting on LinkedIn, can keep the door open for future opportunities. 

Conclusion 

Choosing between two strong candidates can be tough, but careful evaluation can help you make a confident decision. Look for the candidate who will do well in the role and will help you build a dream team.  

Ready to make the right hiring choice? Subscribe to our platform dakotablueacademy.com today, for more information on how to make your recruitment practices successful and access to lots of comprehensive guides and templates designed specifically for small and medium-sized businesses.