How to: Uncover the best candidate in your hiring process
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.
