How to choose between two candidates for a job

Article

How to choose between two candidates for a job:

Structured interviewing
Mitigate unconscious bias
Cultural fit matters
Looking beyond today
Using reference checks

In a New Zealand skills short market, many employers would be envious of hiring managers with multiple competitive candidates for a role. However, for those on the other side, choosing between two candidates for a job can be a daunting experience. Do you have enough information to make an informed decision? What criteria will matter in the long run? How can you evaluate both candidates fairly?

Megan Alexander, managing director at Robert Half and specialised finance and accounting recruiter says “If you feel a choice between two candidates in your gut, or if you rely on instinct to simplify your decision, it is a sign your interviewing process may need some refinement. In order to shift the decision-making from the emotional to the analytical, you need to create an objective evaluation process that uses a multitude of perspectives to assess the candidate against technical, behavioural, and values-led criteria.”

This blog will equip you with five valuable yet often overlooked strategies to choose between two candidates for a job. By implementing strong assessment structures prior to the interview process and ensuring a holistic assessment of each candidate during their interview process, you can ensure you have made an informed and ethical decision which delivers the best fit for your team and your company culture.

Designing - and sticking to - a structured interview process allows like-for-like appraisal during and after the candidate has completed the interview. This means creating a standardised series of questions relevant to the job description, which are asked to each candidate. These should also be delivered in roughly the same order, using a clear assessment rubric to ensure a fair and consistent comparison.

The integration of technology into every aspect of work has created a heightened need for candidates with techno-functional abilities so it is increasingly important when choosing between two candidates to ensure a blend of open-ended, closed, and behavioural questions that assess both soft and technical skills.

Related: Discover top interview questions for employers

Be aware of unconscious biases that might influence your decision. Particularly when struggling to choose between two candidates for a job, it can be tempting to unconsciously err towards the candidate more like yourself or similar to the employee who had previously held the vacant role. However, these decisions can create homogenous, uniform teams that lack diverse perspectives or new skills.

Countering bias during the interview process is not only a legal and ethical obligation, but it is also part of building stronger, more agile, productive teams long term.

When choosing between two candidates for a job, a structured interview that delivers the same questions in roughly the same order ensures that they can be assessed on a like-for-like basis, grounding the decision in more objective terms. Consider blind resume reviews (if feasible and legal) or role-playing scenarios to minimise the impact of personal biases. Throughout the evaluation process, focus on objective criteria and documented evidence.

While skills and experience are crucial to how a candidate integrates into and fulfils a job description, how they align with your company culture can be a predictor of long-term value.

Employees who are a strong cultural fit will often be better team collaborators and leaders, deliver a stronger performance, and remain with the company for a long period of time than those who are technically skilled but not in sync with the values and traits of the company, making it a useful metric when choosing between two candidates for a job.

Megan says "I always tell my NZ clients you can teach technical skills, but you can’t teach attitude. Companies going through a period of change or significant growth will have a different company culture than publicly listed multinationals so it is important to understand how candidates respond to considerations specific to your company, for instance how they navigate tight timelines, engage with diverse stakeholders, or prefer to manage and be managed. There is no right or wrong answer to these questions, but specific traits will lend themselves better to a company culture than others so can be an effective tool to differentiate candidates."

Remember - company culture is not the same as the social culture. It can be easy to confuse cultural fit with whether you would grab coffee with the candidate, which is a perspective that can exclude diversity. Consider involving multiple team members from a variety of backgrounds in the selection process to gain multiple perspectives on cultural fit.

Related: How to find a candidate that fits

Change is the only constant in the world of work so while you should be looking for employees that can hit the ground running and fill immediate needs within a team, choosing a candidate on short-term abilities alone will create challenges down the line.

Intellectual challenge and the opportunity for professional growth are important to employee engagement, so seeking out candidates that are motivated to push themselves within the position is often an indicator of long-term potential. Selecting a candidate with growth potential ensures they can contribute and thrive within your organisation for years to come.

When choosing between two candidates for a job, it is important to evaluate potential for growth and development in order to keep pace with digital transformation and the evolving future of work. Look for evidence of ongoing professional development and a desire to continuously learn and adapt. For instance, have they taken on independent study or become involved in an organisation outside of work? Have they sought out new projects or challenges within their role? Can they demonstrate an informed perspective on an emerging trend within their sector or role?

Equally, consider their career aspirations and how they align with your company’s future goals. Are there elements of the role that they are eager to grow into? Can they articulate how this position fits into a long-term career path?

Related: Discover more industry insights in Robert Half’s Salary Guide

What happens if you have conducted a thorough interview for each candidate with a rigorous assessment based on the role and the company, but still can’t determine which candidate to choose. The next step should be to undertake reference checks, contacting each candidate's references (adhering to legal and ethical guidelines).

Speaking with references is a great way to flesh out any particular points that will inform the candidate's ability to succeed in the role - for instance, if it is a role that relies on stakeholder management and influence, use this time with their reference to drill into that . Likewise, a reference can cross reference any points of doubt you may have by verifying the candidate’s skills, work ethic, and past performance.

It is important to note that reference checks abide by the same New Zealand discrimination laws as interviewing, so the candidate's marital status, age, religion, disabilities or national origin should not be subject to questioning.

Related: How to get the most out of your reference checks

Our experienced team of talent specialists are here to help.

How do you choose between two equally qualified candidates?

When presented with two equally qualified candidates on paper, soft skills and cultural fit during the interview can be helpful differentiators. Someone with strong communication and interpersonal skills, and who seems like a good fit for your team culture, is a great choice.

What questions should I ask to differentiate between two candidates?

The questions you ask will depend on what you want to surface about the candidates. Ask situational questions to assess problem-solving and decision-making, or consider a take-home challenge or impromptu case study to evaluate technical skills.

How can I avoid bias when choosing between two candidates?

Use a structured interview format with pre-defined questions for all candidates. This ensures everyone is evaluated on the same criteria. You can also blind review resumes to focus on qualifications without names or personal information influencing your decision.

What are some red flags to look for when choosing between two candidates?

Often what is not there says more about a candidate’s red flags than what is in front of you. Keep an eye out for unexplained gaps in employment history, non-linear reference history, or an inability to demonstrate the skills put forward in the CV.

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