Complex searching: How to find the perfect match

What makes a candidate the perfect match?

When working as a recruiter, you have daily contact with a wide range of candidates every day. From seasoned professionals to individuals just starting their careers. As a recruiter, it always comes down to one key goal: finding the perfect match between a candidate and employer. But what exactly does a recruiter really look for? What makes you walk away from an interview thinking: “Yes, this is the right person for the job”?

The right skills and experience

The first step is, of course, to assess whether the candidate meets the essential requirements for the role. Do they have the right education, work experience, and technical skills? For example, someone applying for a position as a Quality Systems Officer should be familiar with GMP guidelines, have experience with document management and auditing, and possess a keen eye for detail. But technical knowledge alone is rarely enough.

Soft skills and cultural fit

Next step is human aspect. How does someone communicate? Are they a good team player? What about their problem-solving abilities and self-awareness? These soft skills often determine whether someone will thrive within a company. For instance, a people-oriented and proactive attitude is crucial in a smaller organization, where close collaboration and personal connections are key. Within larger companies that tend to be more individualistic and have longer decision-making processes compared to smaller organizations.

Motivation and future perspective

Another important factor is motivation. Why does someone want this role? Why this company? Is it a deliberate choice or simply the next logical step? In the long run, this often becomes the decisive element. A candidate who is intrinsically motivated is more likely to stay longer and perform better. That’s why we as recruiters ask questions like: “What makes your workday enjoyable?” or “Where do you see yourself in five years?”

Conclusion

Finding the “perfect match” is a combination of hard skills and human factors. It requires a sharp eye for detail and the ability to look beyond the resume. Ultimately, it’s about how well a candidate fits within a company’s culture and way of working. That’s where the complexity of recruitment truly comes into play.