Merely comparing the overall ratings of applicants is not sufficient. An applicant may have a slightly lower overall rating, but be better for the job because of an unusually high rating in a key performance area. Also, an applicant may have the highest overall rating, but have poor recommendations from reference checks. If selection of an applicant is not in rank order or sequence, reasons for selection should be valid and well documented. Value vs. Risk Weigh the pros and cons of hiring the individual.
Some applicants have valuable skills but lack desirable characteristics.
If evaluation of an applicant indicates a potentially high value in a vital area and possible risk in a less important area, the decision is easier. Job Market Consider the constraints of a fluctuating job market. Applicants that might not even be considered in a plentiful job market may have to be hired in a tight job market where there are few well-qualified applicants. First notify the successful applicant by phone, then by written confirmation. The confirmation or written offer of employment should include title, salary, job scope, start date and time, notification of probationary status, any other details of employment, and name of person to contact with questions.