Picture this: you’re sifting through a stack of resumes, and one candidate’s profile jumps out. They’ve got the skills, the experience, and that spark of potential that could light up not just one role but several in your organization.
HR managers who’ve been in the hiring trenches for years, have faced this scenario more than once, and it always sparks the same question: Can multiple jobs have the same optimal candidate?
In this article, I’ll walk you through whether one candidate can truly shine in multiple jobs, diving into what makes someone suitable, how to assess them fairly, and how technology can make your life easier.
Whether you’re a recruiter juggling multiple requisitions or a talent acquisition lead aiming to optimize your recruitment process, you’ll find practical tips to make smarter hiring decisions. Let’s get started!
What Makes a Candidate Suitable for Multiple Roles?
When I think about candidate suitability, I’m reminded of a time when a colleague told me about a star applicant—a project manager with killer communication skills and a knack for data analysis. She seemed perfect for both a project lead role and a business analyst position.
But suitability isn’t just about a shiny resume; it’s about how well a candidate’s skills, experience, and vibe align with a role’s demands. This is where the idea of stable matching comes in a fancy term for pairing candidates with jobs in a way that keeps everyone happy.
Think of it like matchmaking. A candidate with a strong candidate profile might check the boxes for multiple roles, but each job has its own quirks. A 2024 SHRM study found that 78% of recruiters believe skills assessments have improved their hiring, prioritizing transferable skills like problem-solving or leadership when filling cross-functional roles.
That makes sense in today’s world, where versatility is gold. But here’s the catch: you need clear hiring criteria to avoid bias or missing key differences between roles.
Can One Person Really Be the Best Fit for Multiple Jobs?
Short answer: yes, but it’s not a slam dunk. You’ve heard of candidates who could crush it in multiple roles, but it takes some digging to figure out if they’re truly the best fit. Here are a couple of scenarios where this plays out:
- Internal Rockstars: Employees already in your organization often have an edge because they know the culture and processes.You might have an internal candidate who is a shoo-in for a team lead role but also has the strategic chops for a planning position.
- Swiss Army Knife Skill Sets: Some candidates are like multi-tools—think of a marketer who’s also a data wizard or an engineer with a gift for managing teams. These folks can often slide into roles with overlapping demands, like UX design and product management.
But here’s where it gets tricky. Just because someone can do multiple jobs doesn’t mean they should. You’ve got to weigh how their skills match each role’s job requirements and whether they can handle the pressure without burning out.
How to Assess Candidates for Multiple Roles
Assessing candidates for one role is tough enough—throw in multiple roles, and it’s like juggling flaming torches. Here’s a way to approach candidate assessment to get it right:
- Skills Tests: Whether it’s a coding challenge for a developer or a scenario-based test for a manager, role-specific assessments are non-negotiable. They show you what a candidate can actually do.
- Behavioral Interviews: I love asking questions like, “Tell me about a time you juggled conflicting priorities.” It reveals how a candidate might handle the demands of different roles.
- Candidate Feedback Surveys: Post-interview surveys are a goldmine. Survale’s candidate feedback tools let you gather real-time insights from candidates and interviewers, shedding light on fit and experience.
- Reference Checks: A quick call to a former boss can confirm whether a candidate’s adaptability is the real deal.
Challenges of Picking a Candidate for Multiple Roles
I’ll be honest—considering one candidate for multiple jobs isn’t all smooth sailing. Here are a few hurdles I’ve run into:
- Overload Risk: A candidate might seem like a superstar, but piling on multiple roles (or even considering them for several) can lead to stress or subpar performance.
- Mismatched Fit: Even the most versatile candidate might miss the mark on a role’s specific needs. I once had a brilliant marketer who applied for a product management role but lacked the technical depth required.
- Keeping It Fair: Consistency is everything. Using the same hiring criteria across all applicants prevents bias and ensures a stable matching. Without it, you risk a bad hire or a damaged employer brand.
How Technology Can Make Multi-Role Hiring Easier
In my early days as a recruiter, I relied on gut instinct and spreadsheets to evaluate candidates. Now, technology has changed the game for talent optimization. Here’s why it’s a must-have:
- Quality of Hire Feedback: You can collect feedback from hiring managers and candidates, showing you how well someone fits multiple roles. Understanding post hire performance and fit takes the guess work out of identifying whether hybrid roles are working or not.
- Data-Driven Clarity: By developing and analyzing objective metrics like interview performance or skills test results, you can make objective calls.
Conclusion
So, can multiple jobs have the same optimal candidate? In general, the answer is a cautious yes. A candidate with the right skills and drive can be a great fit for more than one role, but it takes careful evaluation to get it right.
By using consistent hiring criteria, smart assessment methods, and tools like Survale candidate feedback platform, you can spot versatile talent without falling into traps like misalignment or bias.
Whether you’re eyeing internal candidates, weighing transferable skills, or sorting through competing offers, the goal is clear: match the right person to the right role (or roles) to drive your organization forward. With a solid recruitment strategy, you can unlock the full potential of your hires.
FAQs
We’ve seen candidates wrestle with this one, and it’s a tough call. Sharing that you have another offer can show you’re in demand, which might push an employer to move faster or sweeten their deal. But there’s a flip side: some employers might think you’re playing games or not fully committed. Be upfront but tactful—say you’re excited about their role but have another offer you’re considering.
It’s understandable why candidates do this—it’s a way to hedge your bets. Applying for multiple roles can show you’re eager and versatile, especially if your skills fit various job requirements. But here’s the rub: if your applications feel generic, you might come off as unfocused. Tailor each one to highlight why you’re a great match, and you’ll stand out.
Deciding who to hire is part art, part science. HR pros lean on a mix of hard data—like skills test scores and qualifications—and softer factors, like cultural fit or interview vibes. Metrics like quality of hire—how well a new hire performs and sticks around—also play a big role.
Using the same criteria for everyone is non-negotiable if you want a fair process. It levels the playing field, cuts down on bias, and ensures a stable matching between candidates and roles. Inconsistent standards can lead to bad hires or even legal trouble if someone feels unfairly treated.
