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The process of hiring new talent can be fraught with challenges. This can be especially true when you have multiple candidates who possess similar qualifications.
How do you make a final decision without making an error in judgment? Employers often find themselves in this predicament, second-guessing their choices long after the interview process. Read on for some invaluable techniques to help you make that final call with confidence.
Use Behavioral Assessments When Hiring New Talent
Behavioral and personality assessments serve as powerful tools in discerning the differences between candidates who seem alike on paper. These evaluations help identify innate qualities like resilience, problem-solving abilities, and leadership skills. Tailoring these assessments to the specific demands of the job role can yield insights that a resume or interview may not reveal.
These tests offer a dual benefit. They provide a quantitative metric to differentiate candidates. They also let you see how these individuals may fare in real-world scenarios. The results can serve as a deciding factor, adding an extra dimension to your hiring process.
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Understand the Importance of Cultural Fit
Even when candidates have similar educational backgrounds and work experience, their fit within your company culture can vary significantly. During the interview process, ask questions that touch upon the candidates’ values, attitudes, and social skills. In the long run, this information can be as important when you’re hiring new talent as their technical abilities.
Consider using scenarios or hypothetical questions to gauge their alignment with your organizational culture. An individual who fits well within your company will not only be productive but also contribute positively to the workplace atmosphere. This is an intangible quality that shouldn’t be overlooked.
Dive Deep into Soft Skills When Hiring New Talent
While technical competencies are vital, soft skills often serve as the tie-breaker between candidates of equal merit. Look for qualities like adaptability, collaboration, and excellent communication skills. A candidate’s ability to adapt to change or to work cohesively in a team can often be more valuable than a slight edge in technical know-how.
One technique to uncover these skills is through situational interviews where you present candidates with complex, unpredictable scenarios they may face on the job. Their responses will give you a nuanced understanding of their soft skills, helping you to make a more informed decision.
Leverage Advanced Analytics Tools When Hiring New Talent
As employers, we’re inundated with data, and advanced analytics tools can help simplify the hiring process. Tools like TrueRank provide an algorithmic analysis based on a host of variables, including experience, skills, and even social signals. This can offer an unbiased view of the candidates, making your decision less prone to human error.
Analytics can also point you towards gaps in your hiring process. Maybe you’re giving too much weight to experience over problem-solving skills. Or perhaps you’re overlooking excellent candidates who are strong in areas you hadn’t considered. These tools can be eye-opening.
Rely on Mock Assignments and Real-World Tests
Another method to separate the wheat from the chaff when you’re hiring new talent is through mock assignments or real-world tests. For roles that are task-specific or require technical acumen, these exercises provide a glimpse into how a candidate would perform once hired.
Whether it’s a coding test for a developer role or a writing assignment for a content position, practical tests offer tangible proof of a candidate’s abilities. The results can often go far beyond what is captured on a resume, making your final choice clearer.
Depend on Peer Interviews
The perspective of team members who will work closely with the new hire can be invaluable in the decision-making process. This is because peer interviews allows existing employees to assess the candidate’s technical and cultural fit within the team. It also gives the candidate a sense of the work environment, making it a mutually beneficial exercise.
Employees can sometimes pick up on subtleties that might escape the attention of HR professionals or hiring managers. Their feedback can provide an additional layer of information, filling in any gaps left by other evaluation methods.
Checking references has long been a standard part of the hiring process, but its importance can be magnified when choosing among equally qualified candidates. A glowing recommendation from a previous employer or a detailed account of a candidate’s capabilities can be the additional information you need to make your decision.
Therefore, take the time to contact references and ask pointed, relevant questions. This can confirm your impressions of a candidate and either put your mind at ease or raise valuable concerns that you hadn’t considered.
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When faced with multiple candidates who seem equally qualified, making a final decision about hiring new talent can be a daunting task. However, by incorporating behavioral assessments, evaluating cultural and technical fit, focusing on soft skills, leveraging analytics tools, using real-world tests, involving peers in the interview process, and checking references, you significantly increase the odds of making the right choice. These multi-faceted approaches can provide the decisive edge you need to select the best candidate with confidence.
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