History has shown us that the greater the fit between a job recruit and the job they have been selected for, the greater the likelihood they will be satisfied with their job and the more productive they will be in that job.
One of the main mistakes that employees make is to recruit staff because they like them foremost, rather than because they are the most suitable candidate for the job. Also, the decision of whether to hire someone or not can be influenced by the mood of the interviewer during the interview.
Once you have carried out the interviews, and any assessments, you then have to decide who the most suitable person for the job is. This might be easy. There might be somebody who stands out from the others as the best person. It might not be so easy.
It is good practice to go back through the different qualities, skills and experience you have identified as being key selection criteria and see who fits best what you are looking for in the job.
Also, consider who of you possible choices might be most inclined to benefit from further training. 
Other options to consider, if you still can’t make a decision include:
- Screen out the definite 'no's'
- Conduct a second round of interviews
- Offer work for a probationary period - work in the office for a day, a week, or a month
- Ask for other suitable references, proof of qualifications, etc.
- Offer to provide training
Extract from our ebook -Occupational Psychology -published July 2014