The main problem we face in the recruitment process is that there is not any well-developed interview questions format or guideline for hiring managers and HR in most of the organizations. sometimes the panel members ask different questions from every candidate that create problems in selection if the same and specific questions are not asked from all candidates then it is difficult to compare the candidates and take the final decision.

To solve this issue, we should add Competency-based questions in our interviews and explain the benefits of Competency-based questions to hiring managers and help them in developing questions and scoring. It will help us to differentiate between top candidates and select the most qualified person for open positions.

Competency-based interviews can provide employers with a detailed insight into how a candidate might perform any given task and whether they’ve got the experience and skills you’re looking for. Framing competency-based questions, relevant to a role or organization, will allow you to better assess whether candidates come up to scratch on any number of skills such as: leadership, communication, decisiveness, delegation, risk taking, team work etc.

In competency-based interview employers have a clear idea of the type of candidate they’re looking for, the process of scoring candidates by their answers to competency-based questions can prove an ultimate deciding factor. Competency-based interviewing can help organizations to avoid the inefficiency, by focusing effort on the early stages of recruitment. It is an evidence-based, transparent process that uses specific criteria to test all candidates equally, fairly and consistently. When it comes to deciding between two people you really want to hire, it’s time to ask yourself some tough questions. Your answers will give you more clarity regarding their skills.

The other problem is selection between 2 or 3 top candidates, the hiring managers are not sure that what type of candidate they are looking for, and what type of person they really need to fill full the open position and meet the objectives of organization and related department.

To overcome with this problem HR should sit with the hiring managers before interview and discuss the specification of person they want to hire. Below are some tips that HR should explain to hiring managers and advise them on taking the final decision.

The candidates’ most important characteristics are their fit for the role they will need to perform. A hiring manager probably already considered each one’s skill overlap with the job description. And since they’re neck and neck in the final round, they probably both have a good number of those skills. So, you need to go deeper than just seeing how many boxes they check off by weighing the importance of the skills.

A great question to ask to help figure this out it, What is the #1 thing I need most in this hire? You should also look at the candidates’ skills as an indicator of their future potential. Ultimately, you want your new employee to operate independently and be able to advance to the next career stage. The more capable your new employee is, the more you will be able to leverage your own time. If they’ve made it this far in the application process, they’re probably both excited about the job, but a lot more goes into play when considering an offer. You need to think about what it takes to attract this awesome hire to your company.

Look for the little things, did any of the top choice’s candidate arrive on time in formal attire, did they send thank you note as a follow up?? Consider hiring a candidate who took things a step further than the rest—their attention to detail is a good indication that they’ll make a valuable employee. Consider personal passions as well as professional aspirations here and look for places where the two align. Employees will be putting 40 or more hours a week into their jobs—so they should be doing something they enjoy, or their morale and productivity will suffer.