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Every hiring manager wants to search out the proper candidate for the job.
But the applying process is ready up against them. Typically, step one involves reviewing a resume and possibly a canopy letter that lists the applicant’s hard skills and experience. Unfortunately, many job seekers don’t make it past this initial screening stage if their prior experience doesn’t perfectly align with the job listing, and so they never have the chance to showcase their personality in an interview. This process plays another time and again hundreds of times a day in HR departments across the country.
It doesn’t seem very effective and in accordance with a study conducted by education company Hyper Island, it’s worse than it sounds. Hyper Island polled 500-plus leaders across corporations in the communication, technology, and business development industries and asked which candidate attributes would make them wish to hire them. Seventy-eight percent of respondents picked “personality” as the standard they most wanted in employees. “Cultural alignment” was next. Guess what was dead last on the list? “Skill-set.”
Technology helps hiring managers overcome this roadblock. Recent platforms, similar to CandidateView, ask potential employees to record themselves answering custom-tailored interview questions. This manner hiring managers can quickly get a way of the person behind the resume before deciding whether or to not call them in.
So what are some key personality traits managers should look for before hiring an worker? Listed below are five attributes that experts say will help predict if this person will likely be fit for your organization.
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1. Good people skills
Playing nicely with others seems like something valued in preschool, nevertheless it’s just as necessary in the workplace. You desire to hire employees who’re good communicators, collaborators, and just easy to be around.
Billionaire Richard Branson argues that personality “at all times wins over book smarts.” In an article for LinkedIn called “You Cannot Fake Personality, Passion or Purpose,” he writes, “Company knowledge and job-specific skills might be learned, but you possibly can’t train a personality. We glance for people who find themselves friendly and considerate and who like working with others.”
2. Problem solver
A resume may let you know how long a possible worker worked at a certain job and what they completed, but how good are they at solving problems? The flexibility to face and resolve challenges head-on is a characteristic value its price in gold in any business.
How do you discover an issue solver? Should you are using a video pre-interview platform, start by asking them a few problem they faced in a previous role and the way they pushed through it. This can be a strong screener query that will help determine should you to take the time to satisfy this candidate in person.
3. Confident
A job candidate’s resume might let you know they’ve completed much in their profession. But competence is one thing—having self-confidence pushes an individual past the finish line.
Whether your job candidate is coming in at a junior or senior level, their self-confidence matters when communicating with others, making decisions, and taking risks.
Look for employees who can explain their strengths with real-life examples from past jobs. If someone avoids eye contact or has trouble speaking clearly throughout the interview, that could be a red flag.
Related: ‘Quiet Hiring’ Is on the Horizon – Here’s What Employers and Employees Have to Know
4. Reliable
Trust is the inspiration of a robust manager-employee relationship. Without it, you’ll continually feel anxious about delegating any responsibility and can either avoid this co-worker or begin to micromanage them. Neither is strategy.
Reliability is one in all those soft skills that is hard to predict just by someone’s past experience. Make sure you discover candidates with a stable work history who don’t hop around jobs every few months. Trustworthy employees are likely to commit to roles for prolonged periods.
Also, check their references. Should you don’t desire to ask upfront in the event that they’re trustworthy, ask about their attendance record, consistency, and whether a past employer was comfortable assigning them a sophisticated task.
5. Coachable
Is the potential worker open to learning, or do they think they know the way every little thing is presupposed to be? If the reply is the latter, you need to stay distant. One key personality trait is an openness to learning. You desire to hire an worker who’s desperate to grow and has enough humility to ask questions if they do not know the best way to do something.
To find out if someone is coachable, ask them about their past experiences learning from a colleague. Have them share an experience in which they learned a latest skill from someone in the workplace. Ask them what they learned and why it was meaningful for them.