How do you choose between two equally qualified candidates?

While every situation is different, here is some advice that will help you select between two equally qualified applicants.

1. Conduct Another Interview. You may feel like you’ve exhausted the interview process.
2. Consider Additional Factors.
3. Eliminate Personal Biases.
4. Re-Review The Job Requirements.
5. Test Them.

How do you decide which employee to hire?

6 Tips For Hiring The Right Employee

1. Look for Someone With a Commitment to Their Career.
2. Test for Excellent Learning and Analytical Skills.
3. Check Compatibility.
4. Keep Improving Your Hiring Process.
5. Don’t Forget to Hire Interns.
6. Get Social With the Candidates.

What are the two primary sources of job applicants?

Primary source types include:

• Company Website. Candidates who apply through your JobScore-powered careers site are attributed the Company Website source.
• Job Board.
• Social Network.
• Email.
• Event.
• Internal.
• User.
• Database.

How can we determine the qualification of a job applicant?

Steps to find the right job candidates

1. Know your ideal candidate.
2. Engage your current employees.
3. Write clear job descriptions.
4. Use a Recruitment Marketing tool.
5. Optimize your career site.
6. Use a recruiting software with a powerful sourcing tool.
7. Use an Applicant Tracking System.
8. Implement and use employee referral programs.

How do you know that a company is looking for a qualified applicant?

They look carefully at resumes, skills, and level of experience to be sure the individual really meets the criteria for the job. They also do background checks on applicants who appear promising, checking on possible criminal records or other serious issues.

What resources do you use to find qualified candidates?

Where and How to Find Qualified Job Candidates

1. Job boards and job search engines. Large job boards such as Monster.com and CareerBuilder.com offer searchable databases to help applicants filter job descriptions and postings from employers.
2. Social networks.
3. Referrals from friends and colleagues.
4. Recruiters and agencies.

How do you tell a candidate they are not a good fit?

How to tell someone they didn’t get the job

1. Thank them.
2. Explain that you’re pursuing other applicants.
3. Mention the strengths of the other candidate.
4. Let them know that many qualified applicants applied.
5. Encourage strong candidates to apply again.
6. Phone.
7. Email.
8. Phone.

How may one determine the qualifications of a job candidate?

Experience, education, ability, and language fluency may be considerations when you are defining your job qualifications. Employers, particularly those who employ 15 or more, must be careful not to run afoul of federal or state anti-discrimination laws during this process.

How do you deal with difficult candidates?

Dealing with Difficult Candidates

1. Try to draw out information by posing probing questions.
2. Use open questions. ‘Can you give me more details on …’ Can you tell me about …’
3. Give hints to longer answers.
4. If candidates are vague, say things like. ‘
5. If candidates answer a question with, ‘I don’t know’ try. ‘
6. Be direct.

Should you hire two equally qualified candidates?

If you have two equally qualified candidates, but one will work for a lower wage, this is the better choice. Trust Your Gut – When all else is equal, sometimes you just need to trust your instincts. They’re usually right.

Is one candidate better suited to the role than another?

Although equally qualified, your candidates are likely to have a different balance of skills, meaning that after a closer look one candidate may be better suited to the role than the other, without detracting from the more poorly suited candidate’s individual skills.

Are there two candidates left in the running for your job?

Here’s the situation: There are two candidates left in the running. Both are equally qualified, but you can only pick one. It’s time to make a decision. What are you going to do? Which candidate is the best fit for the job? How do you choose? Instead of beating yourself up, take a deep breath and consider the problem logically.

Should you hire someone who prefer collaboration or work by themselves?

If the candidate prefers to work by themselves on projects, then his level of motivational fit is lower. That candidate would not enjoy the tasks as much as someone who prefers collaboration on work projects. As such, this candidate may not be good for the role in the end because he is less likely to stick with the job.