What Happens When You Have Two Great Candidates?

You’re in an enviable position; you need to fill a vacancy at your company and you’ve reached the end of the recruiting process. You’ve narrowed your choices down to two candidates, and both of them seem like a perfect fit for the job. Many recruiting cycles fail to produce one qualified candidate, let alone two top performers. But when you only have one position to offer, how do you choose between the two? Try these strategies:

  • Evaluate Culture Fit

Candidates with identical credentials won’t necessarily deliver the same level of performance. That’s because one is probably a better fit for your established company culture and more capable of thriving in the environment you have in place. Examine culture fit throughout the recruiting process and especially during the interview, and decide which candidate shares more of your mission, goals, values, and style.

  • Determine Advancement Potential

Both candidates might be qualified for this opportunity, but what about the next one? Ultimately, you want to hire talent that can have a long-term impact on your company and steadily take on more responsibility. If one of the candidates you’ve connected with seems particularly suited for management (or particularly unsuited) it should strongly influence your hiring decision.

  • Scour the Details

If you find yourself at an impasse, dig a little deeper into both candidates. Surface similarities could give way to significant differences when you look closely at their past accomplishments and future potential. Be sure to examine social media profiles, compare educational backgrounds, analyze personality types, and check references. Your decision could get a lot easier after gathering all the information.

  • Trust Your Instincts

You’ve been tasked with making the hiring decision for a reason. Either you have a lot of experience with this process, or you have a large stake in picking the right candidate. Regardless, you probably have a feeling in your gut that one of these candidates is right and the other is wrong. Don’t let this instinct guide your hiring decision entirely, but don’t discount it either. Let your experience be an asset.

  • Keep the Opportunity Open

After choosing one candidate, politely inform the other of your decision, but don’t dismiss them entirely. You have already determined that they are competent and qualified. When future vacancies present themselves, they could prove to be the best available fit. Furthermore, if the candidate you chose decides to turn down your job offer, you’ll be able to immediately fall back on your second choice.

Are you struggling to find just one great candidate? Tap into an impressive pool of talent by working with the agriculture industry staffing experts at Morris Bixby.

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