A practical guide to assessing candidate evidence, readiness and suitability using fairer and more structured methods.
Commercial awareness is one of those phrases that appears in job descriptions, interview notes and adviser conversations, but it is often assessed badly. Recruiters may mistake ...
Communication skills are often described as “essential”, but that can mean very different things depending on the role. For one job, it may mean explaining technical issues clea...
A strong hire is rarely identified from one data point alone. A CV can show progression, an interview can reveal judgement, tests can highlight capability, and work style eviden...
Problem solving is one of the easiest skills to claim and one of the hardest to judge well. A strong candidate may not have the flashiest answer in interview, but they will usua...
Knowing whether someone is ready for the next step is one of the hardest judgement calls in hiring and careers advice. A strong CV, a confident interview and a good reference ca...
Leadership potential is easy to overstate and easy to miss. A confident interview can hide weak judgement, while quieter candidates may already be showing the behaviours that ma...
Qualifications still matter, but they rarely tell the whole story. In real hiring decisions, recruiters, employers and careers advisers need to judge whether a candidate can act...
Objective hiring decisions are rarely about removing judgement altogether. They are about making sure judgement is anchored to evidence, not first impressions, similarity bias o...
A strong CV review is not about spotting the longest list of jobs or the most polished wording. Experienced recruiters, employers and careers advisers read a CV for evidence: wh...
Past behaviour is often one of the strongest clues to how someone may perform in a similar future situation, but only if you interpret it carefully. For recruiters, employers an...
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