More people are looking for jobs in today’s economy than ever before, so being the decider of a stranger’s future can be a daunting task. Going through resume’s, conducting multiple interviews (on the phone and in person), and narrowing down your candidates is a stressful job for even the most seasoned interviewer.
After all of the dirty work is done, you find yourself trying to decide between your top candidates. They are equally educated, friendly, and experienced. How do you decide which one will be the best fit for your company? In the end, it’s best to go with your gut. You will be presented with many qualified people, but it’s important to think about more than skills alone. Here are a few questions to ask yourself to help you make your decision:
1. Where Are They Coming From?
Take a good look at your candidate’s history. What kind of environment is this person coming from? What kind of learner are they? Are they used to a fast paced, social setting or an independent working environment? You may not want to bring on an introvert when you promote mingling and open communication between employees.
2. Who Are You Hiring For?
Are you going to be directly managing them or are you just spear-heading the interview process for another manager? The characteristics that you prefer in an employee probably differ from, say, the sales or marketing manager’s preferences. You have to consider if your candidate will be a good fit for their superior.
3. Who Do They Know?
How will the candidate help to expand your business goals? Do a little research by checking their LinkedIn profile to see if they might be connected to possible business leads. Not only that, but were they referred to you by someone you know? Ask about their personality and work ethic. Gaining knowledge of what it’s like to, not only work with them, but be around them in a social setting may help to make your decision easier.
4. What Do They Want?
It’s not just important to make sure this person is a good fit for your company, but that your company is a good fit for them! Why does the position appeal to them? What are your candidate’s goals for the future and are they things that you will be able to help meet? If what they want are things that you aren’t able to provide (whether monetarily or personally), they probably aren’t the best fit for you.
5. What Are the Pros and Cons?
Sure, a pros and cons list may sound a little cheesy, but it can help bring to light any of the extra skills that one person may possess over the other. Is one candidate bi-lingual, more computer proficient, or more organized? Little bonuses like these can benefit both parties in the long run.
In the end, it’s best to go with your gut. You will be presented with many qualified people, but it’s important to think about more than skills alone. Don’t be hasty in your decision making, but be sure to take these points into account. You will be confident and satisfied with your choice once you do.
Are you in the middle of an IT job search? Let The Centrics Group’s team of experienced IT recruiters help you find the IT job that’s right for you and guide you through the hiring process. Whether you’re an IT job candidate or an IT hiring manager, contact a recruiter today to learn more about how we can help connect you to the right people. Contact one of our many skilled IT recruiters at 1-888-551-6343 or by e-mail.