You’ve interviewed, you’ve called back, you’ve shortlisted. When you are closing your search for an ideal candidate, you should count yourself lucky if you have two or more to choose from on your shortlist. Since you already know that candidates on your shortlist are well-qualified, your approach needs to shift somewhat.
How do You Recruit Top Talent?
Attracting and retaining top talent is a strategy unto itself. In today’s competitive job market, many skilled workers are opting for freelance and contract work over permanent full-time positions simply because it gives them more options in the long-term.
To win them over, you would need to provide a compelling argument as to why a candidate should choose your company over, say, a start-up who might appear more progressive in the Life Sciences sector.
Technology Changes the HR Ffocus
The constantly changing digital landscape doesn’t make your task any easier, either. Many traditional roles are changing. Regulatory compliance, reporting standards, and data privacy issues are top concerns. You may well need temporary employees to get you through your digital transformation, and in the end, you may still be left with gaps to fill.
All this considered, having more than one candidate on your shortlist can be seen as an incredible stroke of good fortune. In consideration of every little thing that could impede your progress, both known and unknown, you need to make sure you choose the right one.
A Different Approach is Required
You have navigated your way to the finish line in your recruiting process. You already know that the candidates on your shortlist are well-qualified to do the job, so you really need to go deeper in order to establish not only the candidate’s potential to grow into your plans for the future but also to see whether they will be a good cultural fit – in other words, how will they get along with the rest of the team? Often, once these elements are placed under the microscope, the right candidate will emerge.
Solving the Conundrum: Tips On Choosing Between Equally Qualified Candidates
Your shortlisted candidates probably have quite a lot in common. They all have the right qualifications, experience, certifications, track record, and attitude. But, what are the differences? What sets them apart from each other? And most importantly, is there anything in their personality or background that is going to negatively disrupt your established culture?
Tip #1: Soft Skills Assessment
When your decision-making is down to the wire, assessing soft skills is essential. Your candidate’s ability to communicate and work well in a team environment is what will pave the way to a successful onboarding. Other soft skills to consider include social intelligence and emotional intelligence – two crucial skills to have when working with others. Emotional intelligence can be described as one’s ability to empathize with others, while social intelligence is more of an awareness of one’s own self in relation to the larger group. It also refers to a person’s ability to adapt, cope with, and manage change, an essential quality in today’s mutable business environment. Craft lines of discussion around these topics to see how each candidate would respond to certain situations.
Tip #2: What’s in Your Future?
Where your company is right now may have little resemblance to where it will be 10 years from now. If you have a reasonably good idea of where your industry is headed and the direction you will be taking your organization, you should be able to separate the “men from the boys” in terms of your shortlisted candidates. Do they have the foundational skills to evolve along with your company’s mission? Do they have vision enough to add value to your operations as you evolve? Are they interested in learning new skills? Do they show leadership potential? Dive deep into each candidate’s goals to understand what really motivates them and where they see themselves in 5 – 10 years.
Tip #3: Is it a Good Cultural Fit?
The benefits of a strong company culture include an increase in productivity, collaboration, and innovation as well as a significant reduction in employee attrition. It also contributes to your brand identity as people, ultimately, are what drives the company forward. If your company has a strong and identifiable culture, it is important that your new hire blends well with the existing team. If the cultural fit is good, they will get up to speed faster, perform better, and stay on the job longer. At this point, you might think about bringing your team into the process. Allow your shortlisted candidates to spend some time with the team they will be working with, either as a shadow or on a more casual basis and see how they mesh.
Onboarding your next Life Sciences superstar doesn’t have to be a pain point. If you are interested in speaking to one of our medical headhunters about your recruiting needs, call Pact and Partners today.