When it comes to recruiting many businesses think the best scenario would be to find several candidates who could be a suitable fit for the role. Yes there are benefits to this, but it does present issues too, particularly when it comes to choosing which individual to appoint.
A big issue is that having more than one stand-out candidates can result in the recruiting cycle taking much longer, especially if you are to get a good look at each candidate. This has an impact on the costs and leaves you with a longer wait before you can make an appointment.
Our long years specialising in motor trade recruitment have taught us many important things about choosing between two similar candidates. Here are our top tips on the matter.
1. Opt for testing
You can learn a good deal about candidates in an interview and by reading their CV but tests are a good way to find out even more. Personality testing is particularly good because it gives you the chance to see if individuals will fit into your existing team and the work culture. Tests to examine each candidate’s ability to make judgements and handle pressure situations are also great.
2. Mix it up with meetings
Interviews, tests and assessment days can all be highly stressed. It is a good idea to mix in some less formal meetings so you can see what each candidate is like when they are more relaxed. You can even involve different members of your team so they can share their thoughts.
3. Never overestimate the value of references
References are the best way to find out what other people think about candidates, including their prior employers and other acquaintances. You should be contacting the people who have given a reference to ask questions rather than just reading what they have written.
4. Consider the future
Unless the role is strictly temporary you should be looking at how a candidate will fit into the business landscape for the long term. Ideally you want to recruit someone who will grow, change and flourish with you.
5. Don’t be afraid to ask
One of the most important things to learn about candidates is what motivates them to want to work for you. This will tell you a lot about them and asking gives them a chance to sell themselves.
At John Gibson Associates we excel at motor trade recruitment and work hard to help clients appoint the right people in a timely manner. We use personality testing to learn more about candidates and always make our professional, impartial judgement on whether they will be suitable for your business. If you have any questions for us please don’t hesitate to get in touch and ask.