Recruiting the right personnel is something which you can never anticipate with one hundred percent certainty, but that doesn’t mean that you can’t take fair shot at it. There are a number of things that you can do, as either a business person, or as a recruitment consultant, in order to minimise the risk of employing somebody who hasn’t got what it takes. Most of it involves taking the time to fully vet your applicants to the job. This can mean both establishing the authenticity of their professional record (their CV), as well as performing an in-depth interview, going into as much detail about the role they will be performing. For the first one, this can be done through a variety of ways, such as, taking the time to authenticate their claims with people who will know. Whether this means previous employers, or perhaps their educators in school or university. Both of these people are honour bound to provide a legitimate assessment of the applicant in question. Having done this, your list should be smaller, and more manageable. This allows you to take a more in-depth view of the applicants, ideally with an extensive interview. Taking the time to ask for the input of the applicants before they take the job can reveal a lot about the way they work, and whether or not they are the right fit.