How to Evaluate a Candidate: Best Practices from FGP

Evaluating a candidate well takes more than a resume review and a quick interview. At FGP, we follow a process built on finding the right fit for both the candidate and the client.

Our process begins with a thorough understanding of our client’s business, not just the open role. Before seeking a candidate, we take the time to learn how your team operates, what success looks like day-to-day & long-term, and what kind of person will thrive in your environment. That foundation makes everything that follows more streamlined.

When reviewing candidates, we look beyond titles and tenure, focusing on progression, increasing responsibility, and the ability to speak to measurable results.

On the candidate side, we take the time to understand where they are in their career and what they’re looking for before sharing opportunities with a candidate. That context allows us to assess fit accurately rather than just matching keywords on a resume to a job description. Our interviews are structured and behavioral, designed to surface how someone really works, communicates, and makes decisions. Technical qualifications matter, but behavioral fit often determines long-term success.

Key areas to assess include:

• Communication style and clarity
• Coachability and openness to feedback
• Reliability and follow-through
• Emotional intelligence and professionalism

Additionally, reference checks, work samples and assessments are used where appropriate to surface insight you won’t get from an interview alone.

At FGP, we also have the advantage of evaluating candidates comparatively, not in isolation. We factor in talent pipeline and market conditions so we can advise you on not just who is qualified, but also how they compare to the market.

Done well, candidate evaluation is what separates a good hire from great hire, and that distinction is what we’re focused on at FGP.

Want to learn more about working with our team? Contact us today!