5 Vital Attributes You Want From Job Applicants

Recruiting new team members is no easy task these days.

It doesn’t matter if you’re using a recruitment agency or doing the entire process on your own, there is a lot of skill involved in finding the right person and looking through the persona the candidate is presenting.

But with the right questions and activities, you can identify who should join your team and who shouldn’t. However, it does mean changing your routine and looking for specific attributes instead of skills and experience from prior positions.

Before you head into your next interview, keep an eye out for these vital attributes in your job candidates.

1. Problem Solving

While it is not in all job advertisements, problem solving is a skill that is required in most occupations. At some point during everyone’s tenure, they will hit a roadblock and need help to overcome it. What you want to know is how they go about it.

Do they run to you or a colleague to find out the answer, or are they proactive in that they will search for a solution and break down the problem to solve it? You can test their approach by using a scenario. Study their methodology and see if it will work within your organisation.

2. Willingness to Learn

If you ask a candidate if they are willing to learn new skills or do additional study, they will likely say yes as it’s what you want to hear. But, you want to see how they’ve demonstrated it throughout their career.

For example, look through their work history and discuss what they learned during their time with different organisations. They should be able to identify specific skills and attributes as well as how they utilised them within their previous positions.

3. Team Engagement

Group activities are a great way to identify vital attributes. One of the most essential is how well they work with other team members. You can find out if someone takes control of a situation or brings others into the conversation and value their contributions.

A good exercise is to split the group into two teams. Have them work together as one, and then swap out a couple of candidates in the last five minutes. You’ll get an understanding of how well the people adapt to change as well as treat new people who join the team.

4. Communication

You might think it’s easy to evaluate a candidate’s communication skills. You just have to listen to what they say and how they respond to your questions right? But how often are you having verbal conversations with your current team members?

It’s more likely that most of your communication is via messaging platforms or emails. So while evaluating how well someone speaks is essential, you should also take a moment to chat with a candidate electronically. Think about how often you’ve thought someone was being blunt or not explaining things clearly via the written word. Now is your chance to avoid more of these situations from occurring.

5. Listening

Evaluating a candidate’s listening skills also seems like it would be easy. You’ve likely got their full attention during an interview, and they will hang on to every word you have to say. So you need to assess this ability in other ways.

A good exercise is to have them listen to a speech or presentation. The candidate shouldn’t take notes or have the option to rewatch any sections. Once it’s over, ask them questions and see how much they recall.

Refresh Your Recruitment Approach

The world has changed, and it is becoming harder to find quality candidates. It’s vital to change your approach and expectations to identify the people you need for your team. Experience isn’t everything anymore. If an applicant ticks all these boxes and is fresh to your industry, they could be just the person you need.

Need a new approach to recruiting team members? Make sure you’re following the Better Boss Blog. You’ll find tips and advice on how to find the right people for your team. Follow pwf services on LinkedIn, Instagram, and Facebook, so you never miss a post.

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