How do you choose between your top two candidates?
We have all been there, you get to the final stages of your recruitment process and you have two amazing candidates who would be great for the job you have been recruiting for, so how do you choose between your top two candidates
You have been lucky enough to find two people who would fit the bill, but this has made your decision even more complicated.
There are a few things to consider to help you make this decision and make sure you are able to choose the correct person for the role.
What were their previous duties and responsibilities?
- Even if the two candidates have similar job roles, their responsibilities could very very different with regards to their scope, management and intensity.
- It is a good idea to dig a little deeper than the job title and look at how their daily duties differed and how well those duties they transfer into your role.
- If the two candidates appear to be qualified to an equal level, it’s always worth asking for a portfolio of work if this is applicable to the candidate.
Evidence of work might be make you lean to one candidate over the other so it’s definitely worth asking for.
Does the candidate fit with the culture of your team?
- Having a formal interview to see whether a candidate meets with the requirements for your role is very important.
- This enables you to make more of an informed decision as to whether they will be able to execute the role properly.
- It is not just about the candidates performance, it is also about being able to fit in with the rest of the team that you have.
- If both of the candidates have demonstrated that they are fully qualified and have the correct evidence to prove it, why not invite them both along to an informal taster morning where they can come in and meet the team, have a tour of the office and generally get to know the company a bit better.
Meeting in a relaxed setting will help you discover a bit more about their personality and how they gel with other colleagues.
What is their commitment to the role?
Certain interview tactics can be really successful for assessing who fits best to the role and a candidate’s commitment is of particular importance.
- Try asking them where they see themselves in 5 years time as this will help you to find out what their future plans are and whether they are serious about a career in this field.
- Try to find out how much the candidate knows about your business, research shows that this shows they are more genuinely interested in the role and making a good impression.
Do they have enthusiasm for the role?
I would expect any potential employee to have enthusiasm for the role they are applying for. So it is important to ask yourself who during the interview:
- Seemed the most engaged?
- Which candidate asked the most questions regarding the role?
- Which candidate was giving the most accurate and relevant answers to the questions asked?
These details will allow you have an idea of who wants the position more and who is the most memorable following the interview process.
What is the future of your business?
You are looking for the person that you hire to stay with your business for a long time. There are it is a good idea to:
- Look to see if you have any skills gaps in your team and you are looking to branch out, it might be worth considering who out of the two candidates can match these skills.
For the future of your business it is always a smart idea to think about where your company is heading and how potential candidates can help steer your company in that direction.
We hope this little blog has helped you if you have had the problem of choosing between your top two candidates. and if choosing between your top two candidates is still very difficult then you might just have to go with your gut instincts.
For a probably most actionable and helpful guide we’ve found on everything people ever wanted to know about recruitment and hiring process click: Understanding the hiring process
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