How to choose the right candidate - tips to help hiring managers

POV: You’ve kicked off the hiring process and have now been presented with a shortlist of top-notch candidates. They share similar backgrounds, and were equally impressive at first interview stage with their sharp responses and depth of experience .…in other words they’re head to head.

For most hiring managers this can be a good problem to have, but for some, it can create uncertainty in the decision making process, which can ultimately lead to hiring delays.

However, a final selection of high-calibre candidates doesn’t have to slow down your recruitment efforts — with the right approach, you’ll feel equipped to make a confident hiring decision. Here are our top tips to help streamline the process:

1. Clarify your priorities from the start

Before you even brief in the role, ensure you’re on the same page with key decision-makers about what success really looks like for this position. What are the must-haves versus the nice-to-haves? What qualities will enable this person to thrive beyond just ticking boxes on a job description? Having clarity from the outset makes decision-making easier down the track.

2. Compare candidates objectively, not emotionally

It’s easy to be swayed by a candidate’s charisma or impressive track-record, but structured comparisons lead to better hires. Use a system to rate candidates on core skills, relevant experience, and cultural fit. If two candidates seem equally strong, ask yourself; Who will add long-term value to the business? Who aligns more closely with our company’s vision for the future?

3. Don’t fall into the over-interviewing trap

Up to three structured interview rounds should give you all the information you need to confidently make a decision. Conducting more interviews doesn’t always lead to a better outcome — the more time both parties invest into the process can actually make the final decision harder. If you find yourself scheduling “just one more” interview, take a step back and ask; are you gathering new insights by meeting the candidate again, or are you delaying the decision making process?

Click here to read our top tips on how to deliver a great interview experience.

4. Balance data with gut instinct

Hiring isn’t just about ticking boxes—it’s also about people. Assessing skills and capabilities are essential, but intuition plays a role too. If a candidate meets all your criteria but something feels off, dig deeper. Likewise, if someone doesn’t tick every box but has the right growth mindset and demonstrates adaptability, they could be the best long-term investment.

5. To Task or not to Task

At the senior end, allocating a task as the final stage of the interview process can provide beneficial insights to support your decision. It is important to communicate this from the outset, so candidates are aware that this will form part of the final interview. The task itself should only be allocated to the final 1-2 candidates in the mix, with the expectation that they will deliver a top-line response, not a full GTM strategy. The task should encourage blue-sky thinking, and allow the candidate to demonstrate their approach and recommendation to a current business / brand challenge.

6. Think beyond the first 6 months

The best hires aren’t just a great fit for today—they’re the ones who will grow with your business. Look beyond current skills and consider long-term potential. Are they ambitious? Do they show initiative? Will they add value to the wider team dynamic and positively influence company culture? A great hire should be an asset not just for now, but for future growth trajectory.

7. The right choice is the one you make with confidence

When faced with strong candidates, it’s easy to second-guess yourself. But at some point, a decision must be made. If you’ve defined success, assessed candidates objectively, and balanced logic with instinct, then trust the process. The best hiring decisions aren’t always about finding the “perfect” candidate—they’re about choosing the right candidate and setting them up for success.

Your hiring decisions, backed by expertise.

At iknowho, we make the hiring process easier, faster, and more strategic. Whether it’s refining your selection criteria, simplifying decision-making, or ensuring you secure the right candidate before they’re snapped up elsewhere—we’re here to help at every stage of your recruitment process.

Let’s chat about how we can help you uncover your next great hire.

< Older Post

Newer Post >

Short-term Marketing support = Big impact

By Kristina Gerdov • November 26, 2025

The final months of the year can feel like a sprint for many marketing teams. Campaigns wrap up, planning cycles ramp up, and suddenly there’s more work than hands to deliver it. If you’re feeling the pinch, a short-term freelancer or contractor might be exactly what your team needs - fast, flexible support without the long-term commitment. How a short burst of talent can keep your projects moving: 1. They hit the ground running Freelancers and contractors are used to adapting quickly. They step into new environments often, so onboarding is light-touch and momentum stays high. Short term freelancers are available and can usually start within a week. They offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. 2. Perfect for “we just need this done” projects From content bursts to campaign delivery, CRM builds or social execution - project-based specialists can take something off your plate entirely. Their diverse experience working with different businesses and brands results in also bringing a new perspective & injecting fresh energy into the team. 3. Flexible, budget-friendly resourcing Short-term contracts give you the expertise you need only when you need it. No tied-up headcount, no long commitment and using our payroll services can help you get around head count issues too. 4. They help protect your team’s bandwidth Instead of stretching your people thin (or risking burnout), temporary support keeps things moving without compromising quality. Many agency suits and marketers build a career through freelancing. 5. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. Download our salary guide for day rate equivalents, or use our day rate calculator here . Where we’re seeing the highest demand Campaign execution & go-to-market support Content, social & creative delivery Email, CRM & lifecycle marketing projects Generalist marketers to support BAU Project managers for short sprints Marketing operations support The real benefit? Momentum. Short-term freelancers keep work flowing during the busiest, most pressure-filled periods. They make sure nothing stalls and that your team stays focused on the high-value work only they can deliver. If you’re weighing up whether temporary support could help, the answer is usually yes. And we’re here to make it easy. Reach out to one of our experienced Talent Partners to discuss your needs today.

Signs It’s Time to Hire a Marketer…and how to get it right

By Kristina Gerdov • September 3, 2025

For many growing businesses, marketing is often something that gets added to the to-do list of already busy managers or existing teams. A social post here, an email there, and maybe a campaign when there’s time. But without dedicated expertise, marketing rarely delivers the consistency and commercial results your brand needs to grow. If you’ve been wondering whether it’s time to bring in a dedicated marketing resource, here are the key things to consider and how to ensure your first hire is set up for success. 1. The Telltale signs If your demand generation has stalled, you’re struggling to convert interest into sales, or your brand presence feels disjointed, it’s time to stop relying on ad-hoc efforts. A dedicated marketer can build and execute a strategic plan that drives consistent results and positions your brand for long-term growth. 2. What to avoid It can be tempting to look for a “jack-of-all-trades” who can do a little bit of everything. The reality? Even the most talented marketer will struggle without clear goals and defined outcomes on what the business is looking to achieve. Hiring without clarity can lead to underwhelming results and frustration on both sides. Be specific about the expertise you need and the outcomes you expect. 3. Why this hire is so important to get right Your first marketing hire is more than just another role, it often lays the foundation for your brands future growth engine. The right hire can build momentum and shape how your future team evolves. The wrong hire however, can stall progress, waste budget, and leave you back at square one. 4. Fractional vs full-time Not quite ready for a permanent commitment? Fractional marketers can be a great short-term solution to get things moving while you build the case for a full-time hire. Just be clear on their remit. Fractional marketers are ideal for campaigns, projects, or interim support, but they’re not typically suited to long-term brand building or team development. 5. What kind of marketer do you actually need? Marketing as a discipline is broad, as are the tools used to reach your desired target audience. Do you need someone to drive digital acquisition, manage partnerships, develop content, or build brand strategy? Start by clarifying your business’s biggest priorities and pain points, then match the skillset accordingly. The clearer you are upfront, the better the outcome. 6. How to set them up for success Hiring the right person is only half the job. To see results and maximum impact, you need to set your new hire up for success. This means: Clear KPIs so they know what good Vs great looks like The marketing tools and access to the resources they need to deliver Integration into cross-functional conversations with key decision-makers from day one Bec Godkin, Senior Talent Partner says “Marketing can’t succeed in a silo. The deeper your marketer is connected across the business and understands the various levers that shape success, the greater their impact will be” Hiring your first marketer is an exciting step - it signals growth, ambition, and the desire to build something bigger. By being clear on what you need, avoiding common pitfalls, and setting your hire up for success, you’ll give your business the best chance to thrive. At iknowho , we specialise in helping brands make their first marketing hire. If you’d like to talk through what kind of marketer is right for your business, we’re here to help.