Every person is unique. So, first, you should understand what qualities one has and the other does not. Check which qualities are more important and which qualities are least important in both of them.
Check whether they are involved in extra activities, how enthusiastic and passionate they are about life and their job. At the end, you will get the answer of who is the right fit!
From India, Mumbai
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3Check whether they are involved in extra activities, how enthusiastic and passionate they are about life and their job. At the end, you will get the answer of who is the right fit!
From India, Mumbai
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Hi, i think on the basis of attitude ,presentation skills,body language or ettiquetes etc we can select d candidate..or else see which would be a better fit in particular company culture. Sara.
From India, Mumbai
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From India, Mumbai
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Hi Tanya!
Both are good means? They have the same skills which are required, i.e., length of experience, educational background, medium of schooling, stability in previous jobs, and university where they obtained their degree. In marketing, communication skills and personality are the main assets. So, compare all such things, and then if both come to the same platform, study the family details and compare them. Choose the most needy person.
Thanks,
Vishal
From Germany, Berlin
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Both are good means? They have the same skills which are required, i.e., length of experience, educational background, medium of schooling, stability in previous jobs, and university where they obtained their degree. In marketing, communication skills and personality are the main assets. So, compare all such things, and then if both come to the same platform, study the family details and compare them. Choose the most needy person.
Thanks,
Vishal
From Germany, Berlin
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If both are equally good then negotiate with them on the salary and notice period. After all in the end reduced costs are always welcome! Hr needs to align with business needs too!
From India, Ahmadabad
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From India, Ahmadabad
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Hi Have u done a reference check? That could help you in deciding. Else choose the one who is more pleasant. It helps in the long run. It would refelct his/her attitude as well. Regards
From India, Visakhapatnam
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From India, Visakhapatnam
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Hi,
When both candidates have equal qualifications, accomplishments, and skills, we have to examine their attitudes. This includes their attitude towards work, goals, behavior, innovativeness, etc. Test their problem-solving skills, efficiency in thinking, and approach towards resolution. We will definitely find some differences between the two.
Thanks & Regards,
CRK
crk.mbahr@yahoo.com
From India, Vijayawada
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When both candidates have equal qualifications, accomplishments, and skills, we have to examine their attitudes. This includes their attitude towards work, goals, behavior, innovativeness, etc. Test their problem-solving skills, efficiency in thinking, and approach towards resolution. We will definitely find some differences between the two.
Thanks & Regards,
CRK
crk.mbahr@yahoo.com
From India, Vijayawada
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I would chose one who fits the positions current and future requirments. Here comes his attitude,soft skills,vision ,passion,comittment etc. regards pratap
From India, Pune
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From India, Pune
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Hi Tanya, Looking at your e.g. Mktg Mgr. I would choose the person who has quality communication skill & Knowledge of Market towards the applied organisation JD. Warm Regards Pravin
From India
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From India
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Dear thisistanya,
Remember, nature never repeats anything. That is the universal law. No two leaves on this earth are the same; then how can two humans be? They may look similar, but they cannot be identical.
Secondly, during the interview, several other things are also assessed, such as the family background of a candidate, soft skills, personality, attitude towards different situations, hobbies, and many more, considering the position and the responsibilities expected from the employee in that role. An interviewer needs to distinguish the differences between those two. There are ways and techniques to evaluate certain qualities of a person, and an interviewer should be aware of them. Moreover, an interviewer should be clear about the required qualities of a person for the position being offered.
I hope you will agree with my views.
His Blessings,
Shard Shah
NB: I would like to share something more from my experience that it is not possible to judge a person in a few minutes of an interview. Many times, judgment proves wrong when the expected results are not achieved. I have learned that the culture of the corporate house is more important than the candidate, as several good candidates have failed or become lethargic if the corporate culture is not conducive. On the other hand, several less impressive candidates have proven to be better performers in a well-cultured corporate environment. I would be happy to read the views of other members on this subject.
From India, Ahmadabad
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Remember, nature never repeats anything. That is the universal law. No two leaves on this earth are the same; then how can two humans be? They may look similar, but they cannot be identical.
Secondly, during the interview, several other things are also assessed, such as the family background of a candidate, soft skills, personality, attitude towards different situations, hobbies, and many more, considering the position and the responsibilities expected from the employee in that role. An interviewer needs to distinguish the differences between those two. There are ways and techniques to evaluate certain qualities of a person, and an interviewer should be aware of them. Moreover, an interviewer should be clear about the required qualities of a person for the position being offered.
I hope you will agree with my views.
His Blessings,
Shard Shah
NB: I would like to share something more from my experience that it is not possible to judge a person in a few minutes of an interview. Many times, judgment proves wrong when the expected results are not achieved. I have learned that the culture of the corporate house is more important than the candidate, as several good candidates have failed or become lethargic if the corporate culture is not conducive. On the other hand, several less impressive candidates have proven to be better performers in a well-cultured corporate environment. I would be happy to read the views of other members on this subject.
From India, Ahmadabad
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I would go through their past contributions to their individual organizations in terms of progress, sales, information for the company's new product development, commitment to organizational growth, and ethics. There are so many ways to assess that, rather than just qualifications and skills, which are only a passport and an actual visa for a job is given based on individual excellence over other entry point prerequisites. Definitely, their previous salaries and contributions can't be the same. We can have our clear yardstick based on that. If one made a sincere attempt and even failed, and their positive sharing of that experience will make me consider them a worthy candidate as I would look for an aggressive, pleasing, and performance-aspiring salesman without any dilemma.
If I have a larger budget, I will recruit both and put them on probation for 3 months in different zones, and then decide based on their performance in our organization to keep the right candidate. If one drops out without joining out of fear or jealousy, and due to that, it clearly indicates that the person is not a risk-taker and prefers personal comforts over performance challenges, which is not favorable in sales.
From India, Madras
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If I have a larger budget, I will recruit both and put them on probation for 3 months in different zones, and then decide based on their performance in our organization to keep the right candidate. If one drops out without joining out of fear or jealousy, and due to that, it clearly indicates that the person is not a risk-taker and prefers personal comforts over performance challenges, which is not favorable in sales.
From India, Madras
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