Recruitment can be so subjective – does the candidate immediately make an impression on you? Are they articulate? Do they dress well?

Best Practice in Recruitment says:
1. Specify the Job
2. Give equal weighting to:
a. Job Description
b. Behavioural Specification
3. Advertise
4. Select
a. Assess
b. Interview
c. Shortlist
5. Job Offer
6. Individual Joins Organisation

By using a psychometric assessment tool to specify the Job you can build a benchmark profile. Using this benchmark you can objectively match each candidate to the role, based on their innate temperament.