1. Relevant Expertise
“Whether it’s a freelancer, seller, or applicant seeking to make use of our company, relevant experience grabs my attention instantly. I would like to know they have real experience and background in market research. This creates new hires to stand out more than using filler words, excitement, a fancy cover letter, or a degree.” — George Kuhn, President, Drive Research
2. DNA Fit
“I need to state’excitement,’ but I know exactly what I find conducts a little deeper. You can call it business civilization, but I call it DNA. It is not only enthusiastic about what we do, but it also understands our soul — being inclusive, non-judgmental, providing people with opportunities to grow. I seek hires that embody this in their regular behavior, and are very lucky to find them.” — Talya Miron-Shatz, PhD., Co-Founder and CEO, Buddy&Soul
3.
“There are just two things that make new hires stand out to me. The first is revealing genuine excitement for this position. Why would I employ someone who is not passionate about the job they are applying for? Secondly, I search for candidates that are eloquent and hungry for expansion. I truly like to see candidates with the desire to grow within the organization. It informs me they’re looking for a career and not only a job.”
4. Emotional Intelligence
“The main feature new hires may possess is psychological intelligence. We are always on the lookout for those that are prepared to have a meaningful impact on the company with the smallest amount of hand carrying. It’s hard to assess it by taking a look at a candidate’s resume independently. That is the reason it’s very important to ask questions that judge mental intelligence throughout the interview. When searching for emotional wisdom in a restart, determine whether the candidate is concise and accurate. Don’t boast or exaggerate. Simply let it how it is. Individuals who exaggerate signify reduced emotional intelligence and a high level of insecurity. Insecurity isn’t just a terrible thing, but certain functions require confidence so as to be successful.”
5. Likeability
“There is something much more esoteric than training, expertise, and previous performances that is a critical element to the success of this work done for the new hire. It is likeability. This is the capability to get people like you and connect to people that you meet and work together. Likability stipulates the feeling which you’ll deliver on promises and commitments made during the meeting. You’ll be a person the team wishes to spend both work and personal time with, socialize later work, and feel more comfortable around in all-work and non-work settings and circumstances.” — Fred R. Cooper, Founder and Managing Partner, Compass HR Consulting
6. In-Person Work Sessions
“One thing we do is in-house work sessions during the hiring procedure. This implies we bring into a potential hire to sit down and work through an issue. Either we haven’t solved the problem, or it is an issue they are likely to tackle in the function.
“These work sessions enable us to see what questions they ask in regards to the job. It shows us how they approach a plan to tackle the problem and the way in which they execute the problem. Additionally, it provides us a peek at if they anticipate roadblocks and the way they correct roadblocks throughout their work, and the way they collaborate with the staff and their drive to go beyond and above before they have even landed the project. We have discovered this is the most telling way to discover whether this person can be an asset from one. We know that they work nicely with the staff, and work through problems in a means that’s consistent with different members in the business. Already, it is apparently a fantastic culture fit.” — Andrew Schmeerbauch, Director of Online Marketing, Clever Real Estate
7. Reliability (trustworthy brand new hire attribute )
“Reliability is the number one thing I look for in new hires. I need people to appear on time, get their work done, and be reliable and reliable. If you say you are going to do it, do it. I should not need to request three times or continue checking in. If there’s an issue, allow me to know right away. Nobody should send emails, texts, or texts to the ether with no responses. I should not have to worry that you are cutting out early or not functioning when I’m not around. This trait — reliability — can be the thing I strive for each and every single day as an employee.”
8. Longevity
“Loyal brand new hires are among the most valuable assets that a business can have. Worker loyalty can decrease turnover and training costs. It helps develop business culture. Committed workers normally have the firm’s achievement as their top priority. Loyal workers grow with a company. They frequently give their all to their own job since they understand their success is a result of the organization’s success. These hires search for leadership opportunities. Not merely will faithful employees stick around, they’ll also be glad workers that will reflect positively on your company.” — Matt Edstrom, CMO, GoodLife Home Loans
9. Amazing Attitude
“Great features of brand new hires include using a fantastic attitude and ideas. They find solutions, motivate others, and move beyond what is asked of them.”
10. Work Ethic (appreciated new hire attribute )
“The biggest trait in new hires which catches my attention is experience and work ethic. Did they make any new chances at their prior positions? Can they choose on any hard challenges? By looking at a person’s expertise and what they’ve done previously, you can view if they’ll be a great fit. If I’m looking for a person to have a leadership stance, I assess the possible hire’s employment history for that place and see exactly what they achieved. Just because someone had a job name, doesn’t mean they are going to be a great fit. It is what they did with this specific job name that makes the distinction. If they have points in their resume regarding breaking sales documents or just taking on new challenges, it reveals excitement. This is somebody who takes pride in their work and will push bounds in their next role.” — Sean Pour, Hiring Manager, SellMax
11. Excellent Negotiator
“Negotiating is significant in our company. It is directly tied to our ability to produce profits. When a candidate does not negotiate, we usually will not bring them on to your own group. Negotiating is not simply challenging numbers. It is listening to our own team’s needs and correlating their experience to our requirements. Our candidates need to have the ability to hear a group of people, build rapport, manage objections, close us on themselves, and follow up. These features make our sales teams effective, which equates to our group’s success as a whole” — Shawn Breyer, Owner, Breyer Home Buyers
12. Soft Skills
“As a healthcare recruiter, I have interviewed countless individuals throughout my career. There’s one element that can make or break my decision — delicate skills. These traits may be in the form of superior communication skills, interpersonal skills, or work ethic. Soft skills are tough to teach, and that’s exactly what makes using them desirable. I can teach you how to process paperwork. I am able to help navigate computer systems and software. But, I can’t show you compassion, push, or a favorable attitude.