It's always worth getting a variety of opinions on candidates. While one person may do a "long list", getting at least one colleague involved on the shortlisting will help avoid missing the perfect candidate. When it comes to the pace of the first cull, neither too fast (think Tinder speed) nor too slow (laborious dissection of every word) is optimum. Aim for something in the middle.

If you're replacing a colleague who is leaving willingly, or temporarily, getting them involved in the selection process is another smart move. Not only will they feel included, but you'll get valuable insight into the right fit for the position, after all, they know the reality of the job best.

While it's nice to get the dream candidate, decide which criteria have some flexibility around them. Depending on the role (or the conditions on offer) finding someone who ticks every box may not be realistic. On that note, it's always good to include one or two "left of field" candidates. Who knows? They may surprise you by proving themselves as your team's missing link.

Regardless, try to enter the interview process with an open mind.

The candidate who seemed fabulous on paper may not be able to back it up in person, while someone who just slid in on paper may come up trumps when you actually sit down with them for a chat.

@suewhitewriter