When it comes to evaluating job applicants, the temptation can be strong to compare candidates against each other. Comparing is an instinct.
So, why candidates should not be compared against each other?
That may seem like an efficient approach, but in reality, it’s not the best way to make a hire that will be successful for your organization. Instead, you should be comparing each candidate to a standard or job description and measuring their skills and experience against that. Here’s why that’s the more effective approach.
The Pitfalls of Comparing Candidates Against Each Other
Choosing a candidate better then the previous but not the best match for the position
When you compare one candidate against another, you run the risk of forgetting who you actually are looking for according to job requirements. That can lead to a less than ideal hiring decision because you won’t have all the necessary information about either candidate and could end up choosing someone who is better than previous candidates that you remember but not best-suited for the role.
Higher risk of making decisions based on biases
Research shows that almost 5% of hiring decisions are made within the first minute of the job interview and 25.5% of hiring decisions are made within the first 5 minutes. By comparing your candidates to a standard, you avoid hiring decisions based on a ‘’gut feeling’’. Treating all potential employees with fairness and respect is essential in order to make the right hiring decisions, maintain a positive company culture and foster a diverse workforce.
How to compare Candidates Against a Standard or Job Description?
The better option is to create a standard or job description that outlines all the necessary responsibilities for the role as well as any desired qualifications. Then use this document as your guide when assessing how each candidate measures up against those expectations. This will help ensure that everyone receives a fair evaluation based on their individual merits and achievements rather than their relative standing compared to others who are vying for the same position.
In addition, if you set up an objective scoring system in advance – such as assigning points based on experience, skills or other pre-set up criteria – this will help reduce any potential bias during evaluations and make sure everyone is judged equally according to established criteria.
Conclusion:
Comparing candidates against each other might seem like an effective approach at first glance, but it can actually be detrimental when making hiring decisions – not only from an ethical standpoint but also from a practical viewpoint since it prevents managers from getting the full picture of what each employee has to offer before making a selection. It’s always best practice to create a standard or job description ahead of time and then assess every candidate objectively by measuring them against those standards.
Comparing candidates directly with one another can lead to decisions based on unconscious bias and falling into the trap of looking for a candidate who is similar to the interviewee him/herself.
Fifteen years of experience in various areas related to working with clients in the highest standards of customer service, recruitment areas like employer branding, creating strategies facilitating the process, augmenting and building new teams.
