Imagine you find yourself in a lucky situation that most people want to be in; you have more than one candidate for a role. Having two candidates for the same role can be even harder than one.
There are many different things you have to put into consideration, recruitment can be very expensive, and you don’t have to go through the same process again after a few months. Call on the TRS Staffing to help you with your recruitment process.
Below are some tips that will help you in ensuring the candidate you have chosen is the best for the job.
You can test the skills and experience of a candidate very well through a formal interview, but testing like psychometric assessing can provide you with a better picture and idea of the personality and cultural fit.
This type of testing will usually involve numerical reasoning, situation judgments, or verbal reasoning. There are no wrong or right answers in such tests. E.g. situational judgment will give you the chance to know how someone is going to handle a given situation.
Before you can start the tests, make sure you have a good idea on the type of person you think will fit in; are you looking for someone who is asking to ask for advice before they do anything or someone who thinks or their feet and takes action fast? Are you looking for someone who works well in a team (in a place like busy office) or someone who is able to work well on their own (maybe working remotely is part of the job)? Having these details before the commencement of the test is going to make the process far much easier.
Meeting in a relaxed setting
If the interview has been formal, then you can consider inviting the candidate for an informal and relaxed meeting, and this can be a simple as a morning visit to the office. Doing this will help you know how the candidates are going to work with people of your team and how they are going to fit in with the culture.
Being with a candidate in a more relaxed environment will give you the chance of seeing more of their personality, which can be hard when in a formal interview. When they meet the team, they will be able to interact with the candidate you might choose, and they might end up having a favourite too.
Obviously, it is never a good idea to contact the current employer of the candidate, but you will still need to take some reference for some employers the candidate has worked for before. Ask the candidate to provide you with more details of their past employers, then contact them so you can get a verbal reference. This gives you the chance of knowing more about the personality and cultural fit of the candidate. This is better than a formal reference.
Looking at the future of your team
When hiring, you hope the candidate is going to be part of your organisation for years to come, so you should look at the future plan of your organisation. If you plan on expanding the team rapidly, then you will be able to benefit more from a person who has worked with larger teams before. If you plan to expand to other countries, then someone speaking different languages can be a better option.
Just because a given candidate has no experience working in a given environment doesn’t mean that they are not going to perform well. If you have an idea of what is going to happen in the future, you can come up with scenario-based questions that are going to help in assessing the ability of the candidate to cope.
Are there skill gaps in your current team that one of the candidates can fill? For example, one candidate might be an expert in risk management, something you don’t have in your team. Will they be okay helping in this role until recruitment is done for the role?
Asking them directly why they should be the one chosen
You will notice that some candidates are more motivated for that role than others. When you ask them questions on why they should be hired, they are going to sell themselves then tell you the skills they feel like they can bring.
Make sure you have asked them what they think about the role, notice periods, salary package, etc. You might find out that there is a candidate who is more likely to accept the offer than the other, or one can ask for a high salary that you are not in a position to meet. These are some of the things that have to be dealt with before making the offer.
Always keep the candidates in the loop, especially if it takes time, or you risk losing both candidates. Take the time to give feedback to the candidate who was not hired.