"Separating the sheep from the goats."

If you've prepared well, following the points above, evaluation shouldn't be too onerous. Once you have created a short list, there are certain evaluation techniques which will help refine your list further.

• Reference Checking
  Verbal reference checking can be extremely useful in determining how an individual has performed in different circumstances in the past. You can address any concerns you may have by tailoring your questions to the individual. It is important to ensure you have the applicant's permission to carry out any reference checks and that you know the position the referee holds or held in their company.
• Personality Profiling
  It can be useful to use one of the many personality-profiling assessments to help you decide on the right fit for your organisation.
• Psychometric Assessment
  Usually used for mid to senior level roles, there are many assessments available. These are excellent when used in conjunction with other steps in the recruitment and selection process. Psychometric assessments will help you identify how an individual will fit into your corporate culture and the particular role. They can also indicate how an individual is likely to react in different circumstances.

While these assessments are very useful, never lose sight of the fact that you're talking about a person. Your ultimate decision should be based on that person's ability, their attitude and how well you feel they will fit into the team.

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