Recruitment is all about finding the right candidate to match a company’s vacancy. To be a successful recruiter, it is vital that the hire is the best match for the company and suitably fits the job description.

We take a brief look at what we look for when recruiting candidates.

With a competitive job market, more opportunities and more people wishing to change their job; being the right candidate for the role and nailing the interview has never been so important. However, being confident and well prepared is no longer enough – even if you have the right skill set for the job.

Candidates need to fit the company and job position, which is what recruiters primarily look at when deciding if a person would be a suitable candidate to put forward.

Obviously, it is still important for the candidate to have the standard requirements, for any position. Below is a brief list of what we look for:

  • Excellent communication skills, both in person and on the telephone
  • Relevant qualifications for the position
  • Loyalty in previous roles
  • Good references from past 5 years
  • Genuine reasons for leaving previous employment

The key factor that many candidates often disregard is their loyalty value. Not having moved around regularly from job to job is an important value for recruiters when looking at CV’s and the person they are potentially putting forward. A candidate that has a positive employment history is more likely to be approached for a position, as it gives the recruiter an indication of the kind of person you are.

Although it is not always possible to have the perfect employment history; it is important for candidates to prove their character is a good match for the hiring company. Moreover, proving your individual worth can be trickier than highlighting your team working ability – both being important factors.

Recruiters want candidates that can make a positive difference to their client’s organisation. Candidates that solve problems and deliver success are what recruiters look for, rather than potentially detrimental hires that could cause a negative effect on a company.