Effective Strategies for Choosing Between Equally Qualified Candidates in the Interview Process

I was asked this question at a recent interview. I could not frame a proper answer. I am sure you guys could help:

Suppose there are two candidates for a particular position (e.g., marketing manager) and both are equally good. Which one would you choose and why?

Dear Tanya,

I think if both candidates are equally good in terms of qualifications and skills, there must be something different between them, such as their past achievement record, the way they handle problems, their aims in the future, or anything else that makes one candidate more appropriate for this post. However, I'll wait for experts to come and share their experiences to answer your query completely.

Regards,
Tahirkhan

So many times, I found the same situation in the selection process. I experimented with some methods and found good results. The same method is for you:

List down two simple questions like:
"What is the result of two plus two?"
"When all colors are mixed in equal proportion, the resulting color will be?"

Call both together and query them. Give them 1 minute to think it over. Let them arrange the answering sequences. Offer "anyone can speak," maybe you first.

Observe their politeness, their hurry for an answer, the utilization of words, and how they present their answers. See their facial expressions, body language, and postures.

As you know, two plus two is always "four." The final color will be "black." Now you can judge the situation according to their manipulation and gestures.

Thanks,
Devesh Sharma

Devesh's answer is really good and logical. A very innovative way to judge people...

Three things that are required for carrying out any job are knowledge, skills, and attitude (ethical, learning to learn, and motivation, etc). The candidates are found to be equally good in the first two aspects, and hence, one has to assess the differences/similarities for the third factor.

Also see [Curriculum Vitae – Is Your CV Good Enough? Cover Letter Samples - CV Templates – CV4YOU.com](http://www.cv4you.com/en/6/2/cover-letter-please-take-your-clothes-off) found by Google search.

Have a nice day.

Simhan
A retired academic in the UK

Well, I faced a similar question in an interview. The interviewer asked me why two employees of an organization, both doing the same job, with the same qualifications, skills, and abilities, have different pay levels. Can anyone provide an answer? Thanks and regards.

Well, if both are good in "Marketing Manager," why not hire both of them? Marketing is oxygen for any business, right? The more you have, the better you will live.

On the second thought, if we want to hire only one, then I would choose among them who would really gel well with the existing team in the office and who will be able to match wavelengths with others.

Just a thought.

Ukmitra.

During the process of the interview/selection criteria, I would have evaluated who was short, crisp, and precise in their answers. I looked for someone who didn't beat around the bush before coming to the final conclusion of their views. The person who talks to the point and is straightforward would be my choice.

Hi,

It seems so interesting. I think the answer would be that we should choose a person who is quite affordable for the company but has good knowledge of the work. If both candidates are equally good, then the CTC (Cost to Company) is the main factor you should consider.

Regards,
Suman

Dear Tanya,

Here is the situation where psychometric tests can help you. These tests would validate or supplement the qualities that you found good in them during the interview process.

Every person is unique. So, first, you should understand what qualities one has and the other does not. Check which qualities are more important and which qualities are least important in both of them.

Check whether they are involved in extra activities, how enthusiastic and passionate they are about life and their job. At the end, you will get the answer of who is the right fit!

Hi,

I think that on the basis of attitude, presentation skills, body language, or etiquette, we can select the candidate. Alternatively, we can also consider who would be a better fit for the particular company culture.

Sara

Hi Tanya!

Both are good means? They have the same skills which are required, i.e., length of experience, educational background, medium of schooling, stability in previous jobs, and university where they obtained their degree. In marketing, communication skills and personality are the main assets. So, compare all such things, and then if both come to the same platform, study the family details and compare them. Choose the most needy person.

Thanks,
Vishal

If both candidates are equally good, then negotiate with them on the salary and notice period. After all, in the end, reduced costs are always welcome! HR needs to align with business needs too!

Hi,

Have you done a reference check? That could help you in deciding. Otherwise, choose the one who is more pleasant. It helps in the long run. It would reflect his/her attitude as well.

Regards

Hi,

When both candidates have equal qualifications, accomplishments, and skills, we have to examine their attitudes. This includes their attitude towards work, goals, behavior, innovativeness, etc. Test their problem-solving skills, efficiency in thinking, and approach towards resolution. We will definitely find some differences between the two.

Thanks & Regards,

CRK
crk.mbahr@yahoo.com

I would choose someone who fits the position's current and future requirements. Here comes his attitude, soft skills, vision, passion, commitment, etc.

Regards,
Pratap

Hi Tanya,

Looking at your e.g. Marketing Manager, I would choose the person who has quality communication skills and knowledge of the market for the applied organization's job description.

Warm Regards,
Pravin

Dear thisistanya,

Remember, nature never repeats anything. That is the universal law. No two leaves on this earth are the same; then how can two humans be? They may look similar, but they cannot be identical.

Secondly, during the interview, several other things are also assessed, such as the family background of a candidate, soft skills, personality, attitude towards different situations, hobbies, and many more, considering the position and the responsibilities expected from the employee in that role. An interviewer needs to distinguish the differences between those two. There are ways and techniques to evaluate certain qualities of a person, and an interviewer should be aware of them. Moreover, an interviewer should be clear about the required qualities of a person for the position being offered.

I hope you will agree with my views.

His Blessings,

Shard Shah

NB: I would like to share something more from my experience that it is not possible to judge a person in a few minutes of an interview. Many times, judgment proves wrong when the expected results are not achieved. I have learned that the culture of the corporate house is more important than the candidate, as several good candidates have failed or become lethargic if the corporate culture is not conducive. On the other hand, several less impressive candidates have proven to be better performers in a well-cultured corporate environment. I would be happy to read the views of other members on this subject.

I would go through their past contributions to their individual organizations in terms of progress, sales, information for the company's new product development, commitment to organizational growth, and ethics. There are so many ways to assess that, rather than just qualifications and skills, which are only a passport and an actual visa for a job is given based on individual excellence over other entry point prerequisites. Definitely, their previous salaries and contributions can't be the same. We can have our clear yardstick based on that. If one made a sincere attempt and even failed, and their positive sharing of that experience will make me consider them a worthy candidate as I would look for an aggressive, pleasing, and performance-aspiring salesman without any dilemma.

If I have a larger budget, I will recruit both and put them on probation for 3 months in different zones, and then decide based on their performance in our organization to keep the right candidate. If one drops out without joining out of fear or jealousy, and due to that, it clearly indicates that the person is not a risk-taker and prefers personal comforts over performance challenges, which is not favorable in sales.