With 2014 well under way, the chances are your attention will be turning to expanding your business over the coming year. If this is the case, you will need to get the recruitment process off to the best possible start. Encouraging candidates to send in their CVs for consideration is often the first step, but how do you spot a good example? Is it tailored to the position you are advertising? Successful candidates should tailor their CV to the role in question, rather than forwarding a generic copy. If, for example, you are looking for someone with competency in small business software, they will need to demonstrate this in their resume. Is the layout easy to follow? A good CV should be easy to read and be presented in a logical order. The most recent professional achievements need to be stated first before moving back in time to consider past accomplishments. Using language that is simple and to the point can also work on the candidate's behalf, as this will make it easier for you to understand what they are trying to put across. Do you get an honest representation of the individual? It is often said that if something seems too good to be true then it probably is - and this is certainly the case when it comes to resumes. You can discuss finer points with the candidate in person - this gives the opportunity to see whether they were being honest on their CV! Is it error-free? Any good CV should have been proof read time and time again to check for mistakes. If a few have crept through then ask yourself whether the person lacks attention to detail. For positions that are in especially high demand, you might want to use this as criteria to whittle down your shortlist.