The ideal CV should be tailored to the job advertised,short enough for the main details to be easily apparent and easy and attractive to read.

Psychometric tests of Intelligence and Personality may be helpful in selecting a particular team member, in terms of the existing members and trying to get the best fit.

Written references may be taken up before or after appointment,they are not often helpful save to preclude previous criminal prosecutions. They are classically more important in what "they do not say". An informal telephone call to a previous employer, an off the record chat or the health service "grapevine" may all be helpful.

Interviews are widely used but of doubtful validity, they arehallowed by custom and practice. They can be improved by standardising questions, agreeing key areas for each panel member in advance and sometimes requiring the candidate to make a presentation.

A period of mutual probation - say 3 months may also be helpful in revealing major incompatibilities before confirming an appointment.