If someone were to ask me the most difficult part in hiring, then my whole brain neurons would send a massive flux of signals to outcry just one thing - “taking the final call”. It is the last but holds an utmost importance in the whole hiring process.

Candidates who go through all nerve-wracking and hard-fought procedure to get on a hot seat for the final interview are more or less well deserved to get selected. Obviously, you can’t select them all, which is in fact the main reason behind why most recruiters find this very step very difficult.

Some traits can be look upon to gauge the skills of the candidates that would help in zero in on a hire.

Cultural fit

If all candidates are on the same page then checking if their attitude is well aligned with the culture of company seems the most sort out way of zero in on the best hire. Hiring someone who wouldn't be comfortable in the company culture would defeat the purpose of taking interview in the first place.

Don't hurry

Taking the final call should not be done like whizzing along the hiring process. Give enough time in the assessment of skills and aptitude of candidates. This very part among the multiple layers of interview should be handled with your level best to get the best hire possible.

Unique skills

Diversity plays a crucial role in developing the strength in a team. Individuals with different but unique skills should be welcomed, as diversity readiness can improve the quality of an organization’s workforce.


A candidate with extraordinary passion for learning new things should be the best bet for any job role. Individuals with positive learning curve will always hold an edge to other candidates with almost steady learning pattern. In fact, every job role demands passionate learning position.

Ask for outside opinion

Recruiters inadvertently do face the big issue of bias in interviews. A candidate with similar traits as those of the recruiter tends to score high in any recruitment cycle. But, how do you go about solving this big issue?

The most logical solution is to ask for someone's opinion who shares no or a very little traits with a candidate. This way not only you do you get some experts opinion but also embark on the mission to reduce bias in the interview.

One excellent option is to use the service of Aircto for technical requirement, wherein the curated list of experts take some interviews with the candidates and come up with a well structured feedback.