How are you supposed to decide between two candidates for the same job role? It seems like a no brainer, but it’s actually not as straightforward as it sounds. Here are our tips for making your final decision.
Review the job description and requirements.
- Review the job description and requirements.
- Compare the candidate’s qualifications to the job description.
- Determine if the candidate’s experience is a good match for the job. If they don’t have all of the qualifications, ask yourself if they can be trained or if you’ll need to find someone else who has those skills.
Compare candidates’ resumes.
To compare two candidates’ resumes, you can use the same criteria that are used to evaluate each individual’s resume. This will ensure that your decision is as objective as possible and free of any bias or favoritism.
- Look for gaps in employment.
- Check for consistent job titles.
- Check for similar job responsibilities and duties listed under each position held by each candidate.
- Check to see if they have the same level of education and training listed on their resumes (for example, a bachelor’s degree). If they don’t have the same degrees, look at how far apart they are from one another (e.g., one has a master’s degree while another has an associate’s degree) to determine if it impacts your decision making significantly enough to matter when choosing between them both based on their resumes alone without speaking with either candidate first hand before making final calls about which candidate would be better suited for this particular role within your company/organization/etcetera depending on what sort of role it might happen to be).
Do research on your candidates.
It’s important to do your homework on each candidate. Here are some of the ways you can research them:
- Social media accounts. Check out the candidate’s Facebook, Twitter and LinkedIn pages to see what they post about themselves and what they share with their friends. You might also want to look at their Instagram account if you’re hiring someone in a creative field or industry where social media is important. It will give you insight into how they express themselves online, as well as what kind of content gets shared on their feeds.
- References. Ask your candidates for references from previous employers, who can give you an unbiased opinion about how they performed in their roles at those companies (and whether or not it was a good fit). If there isn’t anyone available, try reaching out directly through email instead—this way there won’t be any chance of awkwardness when asking about past performance issues that might have arisen during employment elsewhere
Interview both candidates.
- Ask questions that are relevant to the job.
- Ask questions about the candidate’s skills and experience.
- Ask questions about their personality and goals.
- Ask about any challenges they’ve overcome in their career, or how they would handle challenges if they come up in this position.
- Lastly, ask about their ability to work in a team environment by asking them how they collaborate with others when solving problems or completing tasks at work.
Assess how well the candidate fits your organization’s culture.
- Assess how well the candidate fits your organization’s culture.
The most important factor when deciding between two job candidates is whether they will fit in with the rest of your team and organization. Culture fit is a complex concept, but here are some factors to consider:
- Does this person’s personality complement ours? Likeability counts for a lot here—you want to make sure that everyone gets along, especially if they’re going to be working closely together.
- Will they be able to get along with their manager? If so, great! If not, bad news for both parties involved (and it’s probably not going anywhere). This can be easy for an interviewer to test by asking about previous managers or teams and seeing how candidly candidates describe past experiences.
- Do their perspectives align with ours? Another way of saying this is “Does our shared worldview seem compatible?” This doesn’t necessarily mean that prospective employees need all agree 100% on everything; rather, it means there should be enough overlap that conversations flow smoothly and professionally between them and other members of the company culture .
In conclusion, it’s not as simple as just choosing the person with the most experience. It can be helpful to think about what you’re looking for, like a specific skill or work ethic, and then find candidates who have those qualities. But ultimately, you have to go with your gut at some point—and if you don’t trust your instincts, you’ll never make a decisionor check online dice with yes no!