Exactly how Hiring Supervisors Decide on the Shortlist

Once the interviews conclude, the potential employer will compile a concise list of “qualified candidates” for the vacant position. You might find yourself on this list, but as it whittles down to twenty, ten, five, and eventually the top “job candidate,” you’ll be competing with others who also vie for the same spot.

Ultimately, you must wait for the job offer to be extended to just one candidate. Often, the final decision is influenced by the negotiation of the salary terms.

The Criteria Employed by Hiring Managers to Choose the Best Candidate

So, how do hiring managers differentiate between two “qualified” candidates? Use these strategies to your advantage when faced with such a situation:

1. Years of Relevant Experience

Hiring managers tend to evaluate candidates based on their years of experience in the industry. If you possess a broader range of relevant experience, it could give you an edge.

To showcase your experience, discuss industry-specific terms and highlight projects you’ve successfully managed during the interview. Convey to hiring managers that your experience is substantial and noteworthy.

If you’re a career changer or recent graduate without much experience, focus on your skills and experience in related fields. Emphasize relevant activities and projects that correlate with the position you’re seeking.

2. Successful Promotions

Additionally, hiring managers compare the candidates’ promotion rates. Providing evidence of promotions can strengthen your candidacy.

If you’re new to the industry, showcase achievements and accolades from previous roles. Providing proof of recognitions like “employee of the month” can be beneficial.

3. Performance Evaluation Scores

Previous performance evaluation scores are also weighed by hiring managers. These scores reflect recommendations or reviews from past employers.

Make sure you have copies of your past performance evaluations from previous employers.

4. Strength of References

References play a pivotal role in demonstrating your impact. Hiring managers compare your references’ recommendations to determine your potential contribution to their team.

Choose references wisely and ensure they are informed about your career. Keep professional relationships intact to avoid negative references from former employers.

5. Skillset Alignment

Your skillset’s alignment with the position’s requirements is crucial. Ensure you’ve acquired necessary skills before applying for a position, especially if you’re changing careers.

Completing relevant courses and certifications can bolster your skills and competencies.

6. Work Style and Ethics

Your behavior and interactions are assessed as they reflect your ability to work harmoniously with colleagues.

Positive interpersonal skills often play a key role in the selection process.

7. Salary Expectations

Hiring managers closely evaluate salary expectations. If your expectations are unrealistic, it could affect your candidacy.

Ensuring your salary request aligns with your skills and experience is crucial.

When a Tie Occurs: Seeking Answers from Hiring Managers

In the event of a tie, hiring managers often consider subjective aspects like personality fit and enthusiasm for the company. These factors can be decisive in choosing the right candidate, as passion and character contribute to a more harmonious and productive workplace.

Diane Williams offers 15 many years of experience coaching human reference professionals plus recruitment company personnel.

Picture by  Alejandro Luengo   on  Unsplash

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