Two-star candidates in the shortlisting stage are quite a situation to handle for a recruitment professional.

As a recruiter or hiring manager, the recruitment process can be extensive and potentially overwhelming. Still, sometimes you get to the end of the road, and you just can’t make up your mind between the two final candidates. They may have very similar qualifications, work experience and excellent references. You have tested them several ways, but you still don’t know which one to pick because two-star candidates are both well capable of handling the job.

We know that it is a difficult situation for you, but at the end of the day, you need to decide on the best person for the position.

• So, how do you go about a situation like this?
• What steps can employers take to choose between two equally qualified candidates effectively?

In today’s article, we examine a few factors you should look at when you are struggling to choose one candidate over another or a choice between two-star candidates.

• Focus on the mission-critical skills

Take a close glance at the job description and re-focus on the two or three mission-critical skills. Consider the inner strengths and weaknesses of your company, as well as the opportunities and threats the team encounters. Although your candidates are likely to have a different balance of skills, even though, they are equally qualified. So, if you take a closer look, one candidate may be better fitted to the position than the other.

• Conduct a 360-degree assessment

Don’t be stopped by the potential cost and administrative hassle of an additional interview; if necessary, invite them in for a further discussion. It could be a 360-degree interview where you let them interact and engage with co-employees, subordinates, superiors, internal clients and suppliers. This 360-degree perspective may help to assess which person best suits your mission-critical skills, making it easier for you to decide the right one. It could even avert the less keen applicant, further informing your selection decision.

• Gauge their enthusiasm

One way to do this is to probe them how enthusiastic they are about the job role, but it will be more effective if you get them to demonstrate enthusiasm by putting an obstacle in the way. Invite them in or at least assess their interest in attending a trial morning where they can compete in a meeting or present to the team. Gauge their enthusiasm;

• Do they seem willing?
• Will they move mountains to show up and do they make proactive suggestions?
• Also, consider what barriers they have had to surmount in the interview process.
• Has one had to put more endeavour in than the other to get this far, e.g. a greater interview commute?

It may soon become evident that one candidate is much keener than the other on the opportunity.

• View them in a relaxed setting

It is a perfect opportunity to throw a curveball and invite them in for an informal interview in a comfortable environment where they may perform in a way that they haven’t done during the formal assessment process. You may see another angle, perspective, strength and weaknesses, which might tip the balance into one candidate’s favour. You will also be able to understand just how well they get into the culture, which could determine their fitness for the job.

• Put them on the spot

Another alternative is to put each of the two-star candidates on the spot. Of course, you can’t offer them both the job, but you can suggest to each of them, that if you were to provide them with the job, what would be the obstacles to acceptance and how would they strive to overcome them.

• Assume terms can be agreed, enthusiastic, serious candidates should be able to answer an emphatic yes.
• Do not list too many barriers to them joining.
• Recognize ways to overcome barriers, such as, “I am sure we could come to some sort of agreement on that particular issue.”

Young professionals who are in quest of a great job will always be there in the market. But you must find out who the best is really and who should have a place in your office. The quicker you make your choice, the faster you will be hiring the person who is ideal for your company. Never make a hasty decision, though. Think of the current things that your company needs. Who do you think will be able to provide with the best.

All the best for your next tight hiring decision!

The best way to Hire the best talents is to reach the best Recruiting firm. we can be reached at Hand Phone: +91 7795547089 or Email us at team@bssrecruit.com.

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