Deciding Between Two Good Candidates

Submitted by mauzenne on Mon, 03/16/2009 - 00:41.
in

This cast describes how to decide between two good candidates in a hiring situation.

We're NOT going to tell everyone who's trying to decide between two candidates whom they should pick. What we are going to do with this cast is tell you what factors are most effective in determining whom to hire, as well as walking you through a simple process for the decision.


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markwalsh99's picture
Submitted by markwalsh99 on Tue, 03/17/2009 - 21:01.

Primary Criterion For Promotion?

I would like to question a statement made in this cast about potential for subsequent promotion. The statement is made, "The primary criterion - every time - for a promotion is, how well are they doing in their present job?"

Is that true? Is not the criterion for a promotion how well we think the candidate will perform at the promotion role? For sure, past performance is an indicator of future performance. Do people "just" get promoted because they deserve it? Maybe they do, but that's not been my experience. Maybe I've just never deserved it.

My experience is people get promoted because they put themselves forwards for a position that is effectively a promotion to them. An interview and selection process then identifies them as the "best" candidate. The only difference is that we know the candidate much better than in an external recruitment situation.

When I was in my early 20s and worked for a Quasi-Government organisation, I was being considered for promotion but my boss told me outright that, "people don't get promoted just because they deserve it". I didn't take that very well at the time. Yet I've since taken it to heart and subsequently seen wisdom in it. Perhaps it was something of a back-handed compliment.

Do people get promoted "just because they deserve it?"

 

markwalsh99's picture
Submitted by markwalsh99 on Tue, 03/17/2009 - 22:10.

Primary Criterion For Promotion?

Admittedly this comment is no much about the main content of this cast as an ancillary point.

denisagiles's picture
Submitted by denisagiles on Wed, 03/25/2009 - 00:04.

Applying points to mass hiring

I'm in the recreation field where there is a lot of seasonal work. Taking the points from the podcast and applying them to hiring for 20 positions from over 40 candidates seems like a lot will be missed. If 25 candidates meet the standard of the core responsibilities, I am still stuck with eliminating 5 candidates. How would I be able to determine how the team will interact together when the team is not already established? Asking behaviour questions about involvement with previous teams could lead down a dangerous path since all the teams mentioned would be different. Is there something I'm missing or another deciding factor that could be used?

Otherwise, another great podcast and one I will be using often.