How to choose between two great candidates: tiebreaker tips

Are you choosing between two great candidates? Lucky you!  SVP for Indeed Paul Wolfe shares the best tips to help you make the right choice.

Because it can be challenging to find great candidates, let alone two ideal candidates for your role, being spoiled for choice is one of the better problems to have in recruitment. But it’s still a problem. Here’s how to determine the right person for the role.

As Paul Wolfe reporting for HRM Online states, “looking at your candidates from multiple angles and testing their abilities practically can be the tie breaker you need to help you make the final decision.”

Break the tie, don’t cut the rope

When choosing between two equally qualified candidates, some clever strategies can help you make your decision. But choosing one doesn’t mean cutting off the other candidate in the process.

“As an organisation you want both candidates to have a positive experience in the hiring process, regardless of the outcome. And importantly, if one doesn’t accept the offer or if another position opens up down the line, you’ve already got a perfect candidate you can call on.”

Trend alert: “cultural add” > “cultural fit”

You may ask yourself which candidate will make a better cultural fit?

“However, leaning too heavily on ‘culture fit’ when hiring can lead to a homogeneous culture, a lack of diversity and even unconscious bias.”

More and more, we’re hearing the expression “cultural add” or “cultural contributor” over “cultural fit”. Lean into this trend!

“Culture contributors can bring a diverse set of traits, values and backgrounds, as well as new energy that drives innovation while also making your workplace more welcoming and inclusive for future candidates. Does either candidate stand out for the different perspectives and experiences they could bring to your company? Is one of them from a group that’s underrepresented on your current team and so could bring viewpoints you perhaps haven’t considered in the past?”

Assess soft skills

An effective shortlisting process assesses for soft skills.

Doing so will help you truly understand what a candidate can add to your organisation’s culture.

“Communication, conflict resolution and problem-solving help people address issues. Creativity and critical thinking help to find new solutions. Empathy and flexibility mean staff work well in a team and get along with others.

“Ask yourself, has either of the candidates highlighted instances of collaboration, problem-solving, or excellent communication in the application or interview process? If not, ask the candidates for examples of when they’ve demonstrated such soft skills. Or perhaps you could have candidates rank their soft skills from most to least important to see if their priorities align with the business.”

Think about the future

Of course, you’re looking to address your current needs, but what about the future direction of your organisation? Taking this into consideration can help you make the best choice.

It’s important to hire talent you can move your organisation forward and support growth.

“Assess each candidate within the context of your current team and their individual characteristics. Can you envision one candidate making a more positive contribution to the organisation’s future than the other? Does one candidate bring with them a particularly useful or rare skill that could potentially create a new offering or solution to a problem?

“Let’s say your candidates are competing for a marketing role in a medium-sized, growing company. Both candidates have the relevant experience and can present compelling case studies for the job. One of them has built a side business while they’ve been between jobs, to test lead-generation tactics. The other is a digital marketer with a global corporation and writes and analyses blog content. Does one seem better prepared to meet the direction your company is headed and propel you forward?”

Use a skills test

Assess your candidates’ skills in action. For example, if you are hiring a copywriter, present them with a creative brief to write. Or, for a marketing strategist, create a short client brief and ask for their recommendations to meet it.

“These kinds of activities will demonstrate how candidates operate in a real-life work setting and can really help to illuminate if one candidate stands out from the other.”

After you make your decision

In addition to good candidate care practices, such as a personal phone call to inform your unsuccessful candidate, stay in touch with them. This goes a long way in turning candidates you don’t hire into advocates.) Connect with them on LinkedIn and add them to your talent pool to keep them warm and interested in your organisation. That way, if you a role opens up in the future, you can encourage them to apply again.

It’s tough deciding between two great candidates! But using these strategies and asking difficult questions will help you make the best decision for your organisation. The right hire is worth their weight in gold!