Home > Employers - How to choose the right candidate for the job from your shortlist

Employers - How to choose the right candidate for the job from your shortlist

The longer you delay your hire decision, the more likely you will be to lose these outstanding candidates to another employer or worse still your competition!!

So you’ve done the hard yards; you’ve culled your pool of potential employees down to the top 2 or 3 candidates but you are unsure which candidate to hire? This is a common problem that many of our clients face and one that needs immediate attention. The longer you delay your hire decision, the more likely you will be to lose these outstanding candidates to another employer or worse still your competition!!

Here are a few tips to help guide you in your decision making process:

1. Reference Checking

Ensure you have thoroughly reference checked your shortlisted candidates. Use the same set of questions for all applicants to enable you to draw comparisons between candidates in various competencies. References will give you an indication of how a candidate performed in their last position which can be used as a guide on what you might expect from them as your employee.

2. Meet the team

If you are having a hard time differentiating between applicants, get the team involved. One or two key employees who will work closely with your new recruit would be ideal. This will give you another perspective on the applicant. It will also be a chance to see how their different personalities will fit into your existing environment.

3. Interview Questions

Put together a list of questions for your short listed applicants that include the following:

Why do you want to work for company XYZ?
This will allow you to see who has done their homework and has a genuine interest in your company.

What interests you most about the position?
This will enable you to see what aspect of the role really interests each applicant – is this a significant portion of the position?

Why should I hire you for this position?
A question like this can show you how well they can think on their feet and often provides an insight into their personality – sometimes a quite comical answer or hidden talent will be revealed! Two humorous answers I have been presented with over the years have been “I can Tap Dance” and “I can speak Croatian” – neither of which had anything to do with the positions applied for - but landed them the job due to their sense of humour! (Alongside their skills of course!)

What unique skills will you bring to this role?
Here the candidate is essentially doing the work for you and listing their capabilities for the role, which you can then compare with your short list. You will be able to gauge the effort that has gone into their response.

What could your current company do more successfully?
This is a big picture question and will give you an indication of how involved they have been in their last company. It will also give you an insight into their creative potential and ideas they may be capable of providing your business down the track. It may also reveal the real reason they are looking to leave.

4. Presentation or written task

If you are still unsure, you could ask each of your shortlisted candidates to complete a 5 minute presentation or a written task on an aspect pertaining to the role.  

After you have worked with these techniques you should be able to successfully identify the most suitable applicant for the job. 

 

Kristi  Gomm

Tags: Employer Recruitment

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About the Author

Kristi Gomm

Kristi has been a member of the inPlace Recruitment team since 2001. Kristi has established excellent relationships with our clients and she brings a wealth of recruitment knowledge and experience to her role as well as over 15 years travel industry experience. In 2014 she moved into a Marketing position and is now the Marketing Manager at inPlace giving Kristi a chance to put her creative talents to good use.