The Key Differentiators Between Good vs. Great Candidates

16 Mar The Key Differentiators Between Good vs. Great Candidates

After a while, the candidates you bring in for interviews may start to blur together. When you’ve been through several rounds of conversations to try and find the exact right person for a job, you’re going to have people with a similar background and work experiences, all telling you they’re the best person for the job.

But can you tell a great candidate apart from one that’s “just” good? What might help differentiate someone as the person worthy of being hired? 

Here are some things to consider and look for during the interview process. 

Give them a problem to solve and see how they approach it.

Job candidates are eager to please and impress and prove to you that they can do the job. A good candidate might set to work right away, trying to show off and utilize their skills to come up with a solution and try to incorporate some creative thinking skills. On the other hand, a great candidate might ask questions to get more information before formulating a solution; they might talk through their problem-solving process so you can understand why they’re taking the steps they’ve selected. A great candidate also might detail what additional information they’d need to have before being able to conclude.

Consider their resume and work experience and where your company is heading.

By the time you’re in the final rounds of an interview, you’ve thoroughly reviewed a candidate’s resume. But take another look and contemplate, holistically, how this person’s skills might be a value add to your company. Do they have experience that matches up with new projects or initiatives your company wants to take on? Has your company been trying to solve a problem but hasn’t had anyone on staff with the relevant tools? Also, think about where you want your company to be in five years — might one of the candidates best be able to continue to learn and grow, expanding their skills and setting your company apart from the competition not just now but in the future? That could put one person ahead of another. 

The ability to accept responsibility and take ownership of their actions.

It’s not just about bragging over their successes — someone who can admit their leading role in a successful project should be able to do so without coming off as showy or grandstanding — but it’s also about being humble and admitting when things didn’t go well, and they learned from their mistakes. We’re all human and sometimes we mess up; those who can learn from it and go forward with confidence that things will work out better the next time, and can explain the difference,are  broad thinkers and can be a great asset to your team. 

Consider their personalities.

There’s been a lot of focus on company culture lately. You want someone who will be able to come in and join the team, fully integrating into the culture you already have established with your group. New people might have a bit of an initiation period, but you know your employees, their personalities and how they all interact together. Does one candidate seem to reflect or share some of their traits? Is there a similar sense of humor or seriousness? A new hire who can come in, establish a good rapport with their colleagues, and hit the ground running with support from their new team can go far! 

Ask for proof.

All candidates should be prepared to provide examples of their skills and answer questions about their experience. A good candidate will be prepared with examples of highs and lows in their career; a great candidate will be very specific, with not just broad examples but specific ones. They’ll mention new efforts they led, new systems they helped incorporate, initiatives they championed, etc. They’ll want to back up their words with details and might be able to offer ideas on how to bring some of those successes into your team and your company. 

In an ideal world, you’d have enough funding in the budget to bring on two great candidates — or a good one and a great one — to add even more talent to your team. If not, consider these small differences and know whoever you choose, you’ll have a great new addition. 

Find Top Talent with LeadingEdge

If you need a little assistance finding great candidates, or if you’re looking for extra help in a hurry, call LeadingEdge Personnel. We can put you in touch with talented people ready to work, whether on a permanent or temporary basis, and they’re ready to start now! Contact LeadingEdge today and let’s get started.