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You’ve written a fantastic job advert and had lots of talented candidates sending in their applications. You picked the cream of the crop and interviewed a few, and now you realise there are (at least) two that you think would be more than capable of performing the role. How do you choose between them?

By Liz Ryan

I was speaking to a group of soon-to-graduate MBA students recently, and one asked me this: What's the most valuable attribute of a new corporate hire? I had to think for a moment.

"Can we leave out ethics?" I asked. That got a big laugh.

No, I said, what I meant was: Can we assume that the person is highly ethical and then choose the next most critical attribute? Yes? Well, then I'd say: Ownership.


The main criteria for successful short listing is identifying which essential and desirable qualities matter most to you. This article will give you some suggestions to make sure that you do can sift through your applications to select the best candidate as quickly as possible.

There are many different types of applicants which will apply for any given role. Some will be very honest, however others will also say nearly anything in order to get the job. Because of this, it's important to attempt to verify all the information given by your applicants with a robust referencing process.

Referencing is mainly done by interviewing the "referees' whose details you will need to collect form the applicant. This article will focus on referencing strategies with some tips on how to gather information effectively.

An effective position description is essential to ensure the right person is recruited for the job and to the company. Start your position description with a detailed background of the company, then move into the specifics of the role.

Define the position objectives and responsibilities

Recruiting the right people is critical to the success of any company. Conducting an effective interview will allow you to determine if an applicant has the right skills, knowledge and abilities to perform the job successfully, as well as uncover if their attitude, motivations and values will see them thrive within the company.

Follow these tips to ensure your next job interview is conducted successfully:

Preparing for the Interview

To attract high calibre employees, it is essential to understand the attributes that motivate and inspire them to invest their talent in a company. By proactively promoting your company’s unique values, culture and opportunities, prospective employees can gain an insight what it’s like to work for you, and determine whether the company is a good fit for them.

Although people are attracted to a company for different reasons, here are some of the common attributes top performers look for in a new employer:

Value Alignment

Engaged employees voluntarily invest extra time, effort and initiative to contribute to business success. They feel a sense of purpose toward their role, and bring enthusiasm, passion and energy to the work they do. As well as being more motivated, committed and loyal, engaged workers are typically higher performers and produce better results for both the customer and the company.