By Apeksha Kaushik, Nov 19, 2015
Often recruiters are faced with the dilemma of choosing between two equally qualified and seemingly great candidates for a specific role. TimesJobs explores what recruiters can do in this situation
Most of the times during recruitment, recruiters/hiring managers are faced with situations of choosing between two equally-qualified candidates for a particular role.
“When you compare apples to apples, it requires some amount of judiciousness to identify which one is better,” says Anshuman Pattanaik, assistant vice president, India HR operation, Infinite Computer Solutions.
He added that qualification is not the only barometer by which a recruiter should make the final selection, but there are a host of other qualities and parameters that need to be considered to enable a recruiter to make a smart and informed choice.
However, what really sets apart two candidates is their attitude. While knowledge and training can be imparted, attitude is something which is intrinsic and very difficult to evaluate.
“The interviewer has to make a judgement on how positive, energetic, enthusiastic and driven an individual is. While reference checks on the candidate could provide some feedback, it’s still a lot to do with an interviewer’s skill of evaluating a candidate’s attitude and value system that makes the difference in choosing the right candidate from the wrong one,” says Pattanaik.
He lists some other considerations:
- Choose candidates who have demonstrated leadership qualities in a given situation. Ask them to share instances and situations where they have been tested and where they have proven their leadership qualities.
- Look at their flexibility in working across functions and check for instances where they have contributed not just to their business goals but also to the organisational goals.
- Factor in their extracurricular activities to see whether they have a well-rounded personality to get an inkling about whether they would be effective team players and have the ability to network with people across functions.
- Apart from IQ (intelligence quotient), an individual’s EQ (emotional quotient) should also be measured. This would help measure teamwork capabilites, level of creativity, how one responds to stress and an unstructured environment.
Sushma Sahai, HR head, Baggit, says that while there is no perfect fit formula to choose the right candidate, there are a few things to consider when making hiring decision. Sahai suggests checking on the following:
The fitment of the candidates into the organisation’s culture along with their confidence and attitude
- Sustainability in difficult situations
- Passion and enthusiasm for their role and business
- Assessing their commitment by asking about their career aspirations
- Trust instincts since you are already a part of the company and know who fits in best in a given scenario
“Every employer is looking for someone who is proactive and can lead some aspect of the business in the future. Hence, one needs to demonstrate leadership qualities and unique thought process,” says Ashwin Kandoi, cofounder, Winjit Technologies.
He too feels that evaluation basis need, cultural fitment, commitment and enthusiasm can help in figuring out the best fitment from among two equally qualified candidates.
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