4 Tricks Hiring Managers Can Use to Choose Between 2 Qualified Candidates

4 Tricks Hiring Managers Can Use to Choose Between 2 Qualified Candidates Take a minute to imagine that youre in the middle of the hiring process. Countless applications have been reviewed, youve conducted multiple phone interviews, youve met with a handful of talented individuals in person, and now everything has been narrowed down to two candidates. Its a little like the rose ceremony in The Bachelor. Both would bring incredible skills and ideas to the table, but you only have one rose to give. That is, you can only afford to hire one person.What happens next? How can you make sure that the candidate you choose is the right hire and doesnt turn out to be a disappointment? If you find yourself caught between two qualified candidates and unsure of who to choose, heres what you need to consider before you make the job offer.Hire for fit.This could mean two different thingscultural fit or motivational fit. Both are equally important.Hiring for cultural fit means that this hire is a tea m player and willing to step in where they can to help everyone succeed. Motivational fit goes together with cultural fit in the sense that the candidates has an interest in the positions duties and is excited grow with the company. If the candidate possesses both fit options, they will be more likely to stay with the company. Their career goals and beliefs align with the brands overall mission.Check in with their references.While the potential new hire might sound great on paper and interview even better in person, they might just begood at selling themselves. Its time to reach out to their references, which may include former coworkers or employers, for a one-on-one chat about the individual.When speaking to references, make sure to hit on these thingsAsk the reference to describe the strengths of the candidate.Inquire about their fruchtwein memorable accomplishments.Find out more about their work style, both solo and as part of a team, and how they communicate.Ask the reference i f there are specific areas where the candidate can improve and grow.Ask about their future and goals.Where do you see yourself in the next five years? isone of the most commonly asked questions during any interview.But its absolutely necessary to have an answer to this question. By inquiring about the candidates long-term goals, youll have a better understanding of who they are as a person and what motivates them. This is a great way to test for cultural fit, as it provides insight into what they are looking for in an employer.Go with your gut.After all of the interviews and discussions, consider the candidates vibe and the way you feel around them. If you were naturally drawn to them and trust that they are right for the position, then go with your gut decision. When hiring new employees, look at your existing team members. Remember what attributes and characteristics they had that inspired you to hire them. This will allow you to have a better understanding of the kinds of candida tes you should continue hiring in the future and help you feel confident that they will accept this rose, I mean, job offer.--Deborah Sweeney is the CEO of MyCorporation.com which provides online legal filing services for entrepreneurs and businesses, startup bundles that include corporation and LLC formation, registered agent services, DBAs, and trademark and copyright filing services. You can find MyCorporation on Twitter at MyCorporationand Deborah at deborahsweeney.