Recruitment is an exciting time for any business as it brings with it the prospect of discovering fresh talent that can help add a new dimension to the working environment. Alternatively, it can also be nerve-wracking and pressurised time, as hiring a new employee is a big investment for any employer. Advertising the job and setting up the interviews is only half the battle, the real issue comes from finding the right candidate who not only fits the job specification, but will blend seamlessly into the company culture. Hiring the right person for the job has hidden complexities that extend far beyond looking at the print on someone’s CV. What you see on paper is not necessarily what you get in real life, words can be impressive, but as well know, actions speak louder than words. With this in mind, there are several factors that should be taken into consideration when recruiting to ensure that the investment you make pays dividends to both the employee and the future outlook of your company. An important factor to take into account is the candidate’s personality and their ability to demonstrate social intelligence. When interviewing an individual, it is important to consider how each person will fit in with your current employees, specifically looking for whether the candidate is a strong team player. Moreover, employers need to establish whether they bring sense of enthusiasm and drive to the role how they elaborate on the questions they are asked. Remember, skills can be learned, but personality is more permanent. Do not disregard a person because they do not match every specific skill, the chances are their interpersonal skills will prove to be a valuable asset to your company. Understanding the true character of a candidate can also be assessed by looking at their social media profiles. This doesn’t mean taking an invasive look into an individual’s personal life, but examining how they portray themselves to the outside world. This is important, as how a person behaves on social media can be a good indication of how they will be as a person and an employee. Asking the right questions during the interview stage can also help determine who will make a great candidate. These should revolve around the individual’s motivations, drives and career plans, whilst refraining from asking personal questions that could discriminate against protected characteristics such as age, race/religion, marital status and parental duties. Following this path could lead to legal implications including tribunal claims. It is also a good idea to encourage every candidate to ask questions as it will provide them with the opportunity to demonstrate their knowledge of the company, in addition to their passion and enthusiasm for the role. Hiring the right candidate can be a lengthy process, but if you ensure that you give every candidate the opportunity to shine, then finding the perfect fit should become easier. Remember, never judge a book by its cover, as what lies beneath could be just the valuable thing you are looking for. If you would like advice on recruitment, questions you should avoid and ways to help you select the right candidate then contact the Peninsula Advice Service on 0844 892 2772.