-Can he(she) do the work. Basically its about the skills necessary to solve the tasks given. In many cases its not that advanced . For young people on the site learning can quickly move the candidate up the knowledge ladder if they just get the chance.
-Will he love the work. This is about attitude and energy. Any candidate who passes #1 up must also posses the drive to love the task given. Employees use different techniques to see through promises of love. For them this is key since after contracting its very difficult to handle people without passion. To show the company true passion is key.
-Will he fit into the team. Finally before any final negotiation about the terms and salary they need to see how you fit into the team. Here past experiences and references to benchmark the candidate comes in.
From my perspective far to much leverage is given to #3 above in Sweden or Nordics. Social people will play games with the corporation. Most recruiters have their feeling about how candidates score in the scope above within 1-2 minutes in an interview. The rest is waste.and this also goes for 90% of the text in the CV.
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