Being spoilt for choice is a fantastic situation to be in, until you have to choose between two exceptional candidates for one role. It’s a great problem to have but it can cause uncertainty and delays in your hiring process. When both candidates offer outstanding skills, experience and potential, how do you make the best choice for your business?
In this article, we’ll walk through tried-and-tested strategies to help hiring managers, HR teams and decision-makers navigate this scenario confidently and professionally.
Success methods for selecting the best candidate
Choosing between two strong candidates is best done with a structured, methodical approach. Relying on intuition alone isn’t enough – you need to assess not just what the candidates have done, but what they can offer to your business in the future. Let’s explore some proven techniques that can help you make a balanced, informed decision.
Get a second opinion
When you’re torn between two candidates, a fresh perspective can be so valuable. You can invite a colleague, another manager or a senior leader to join the final stages of the interview process, even if it’s only informally. A second opinion can help identify strengths or concerns that may not have stood out to you.
You might find it useful to ask the new interviewer to focus on a specific area in comparing the two candidates, such as leadership potential, technical skills or cultural fit. Different stakeholders may have different priorities, so gathering a variety of different viewpoints can help you make a more rounded decision.
Short-term impact or long-term potential?
You may find it useful to weigh up short-term impact versus long-term potential; which is more important for your business right now? If you’re looking to hit immediate targets, meet pressing deadlines or plug a specific skill gap, you may favour the candidate who can ‘hit the ground running’ and start delivering results straight away.
But, if you’re thinking ahead to future projects, team development or expansion plans, it might make sense to select the candidate with slightly less immediate impact but higher future potential. Balancing these priorities carefully is key to making the right call.
Consider the future of the business
Similarly, think about your organisation’s long-term goals. Which candidate is better positioned to grow with the company (or indeed to help grow the company itself) over the next three, five or ten years?
When thinking about future potential, look at factors like adaptability, willingness to learn, leadership potential and ambition. While both candidates might have similarly strong current experience, one of them might offer greater potential for development and innovation, and choosing the candidate who aligns more closely with your business’s future direction could prove to be the smarter investment.
Review their soft skills
Qualifications and technical skills are important, but soft skills often make the difference between a good hire and a great one. Evaluate each candidate’s communication style, problem-solving ability, emotional intelligence, resilience and teamwork skills, as these attributes make an employee more valuable and more attractive.
Depending on where you are in the interview process, you might want to have the candidates complete some practical tasks that focus on soft skills to get a better insight into how they collaborate, manage challenges under pressure, etc.
Because soft skills are harder to teach than technical abilities, prioritising them could lead to a better long-term fit.
Salary expectations
An open and honest discussion about salary expectations and benefits is also helpful before making a final decision. Consider the full compensation package – including professional development opportunities, flexible working and career progression – to make sure the offer is competitive, fair and sustainable.
While it can be tempting to go for the more affordable option, don’t underestimate the risk of future dissatisfaction or turnover if a candidate accepts a role on terms they’re unhappy with. Likewise, significantly overpaying to secure a candidate may cause internal salary disparities and resentment among existing employees.
Enthusiasm and communication
Enthusiasm can be a powerful indicator of future success, so ask yourself…
- Which candidate seems genuinely excited about joining your organisation?
- Who asks insightful questions?
- Who shows a deep understanding of your business?
- Who proactively discusses how they can contribute?
Good communication is also a really valuable indicator. Those candidates who express themselves clearly, actively listen and build rapport are likely to integrate more quickly into your team and establish strong working relationships.
Pay attention not only to what candidates say during interviews, but how they say it, how promptly and professionally they communicate after interviews and how engaged they are throughout the hiring process. These will all help identify which candidate is the better choice.
Cultural fit
Finally, cultural fit remains one of the most important – and sometimes overlooked – factors in hiring success. Even a technically brilliant candidate may struggle if their working style or values clash with the culture of the existing team.
Think about your company’s core values, preferred working environment and team dynamics. Does the candidate seem likely to thrive in this setting? Have they demonstrated behaviours or attitudes that align with your organisational ethos?
Remember that it’s not just about someone being able to fit in, and look for those who can ‘culture add’ (complementing and strengthening your existing culture), as this can bring fresh perspectives and positive change.
Final recruitment thoughts
Choosing between two outstanding candidates is ultimately about more than just comparing CVs, it’s about looking deeper into each one’s potential contribution to your business. Create a process with the guidance above and use this to take the time to make a thorough, informed decision about which candidate will be the most suited for your family business and what it needs.
Explore more top tips on what makes a great candidate.
Why trust our recruiters?
At ARM, we specialise in helping businesses navigate even the most complex recruitment decisions. Our recruiters take the time to understand your business goals, company culture and team dynamics, and with deep sector expertise, market intelligence and a rigorous candidate vetting process, we support you in finding and securing the very best talent. We do this not just for today, but for the future of your organisation.
When you work with ARM, you’re not just filling a vacancy – you’re investing in your company’s long-term success. If you’re facing a hiring decision between two outstanding candidates or if you want expert guidance throughout any of the recruitment process, we’re here to help. Get in touch with our team today to discover how ARM can support you in making hiring choices that power your business forward with confidence.
