What to Look for in a Candidate When Hiring?

Finding the right candidate has never been easy for HR. Hunting through numerous applications and conducting back-to-back interviews take a lot of time and efforts. Moreover, a huge amount of investment is made just to find that right talent.

Before reading further, answer some questions. Who is a right candidate? What to look for in a candidate? We are quite sure you won’t have any answer for them. We always talk about right candidates and right talents but never figure out who could be the right one for us.

It goes without saying that there are several qualities that you should assess apart from the educational qualification and experience. A good employer must perform a quality check and identify the person who possesses these qualities. Here is a detailed list of what to look for in a candidate when hiring.

Cultural Fit

What benefit an engine can offer to a car if it doesn’t fit there. No matter how skillful and qualified candidate is if he doesn’t gel with the team, he has no worth. Candidates who mesh with the company and their co-employees have higher levels of success in the organization.”

Competitive Drive

Competitive drive or competence is extremely crucial for a candidate who is going to join an organization as a part of a team. Every job out there requires the candidate to be competent and motivated to outperform other candidates.

Empathy

Empathy is the capacity of a candidate to understand the issues, problems, and concerns of other candidates and share the feelings of others. Although it might not affect the work abilities of a candidate, it could lead to greater outputs for the organization.

Credibility

Although there is a wide array of skills that a candidate should boast, nothing could be more critical than his credibility. A credible employee ensures sustainable success and fewer chances of failure. It also gives a sense of relief that the employee will do his job with full conviction in the view of achieving organizational goals.

Integrity

Integrity is a state of mind and is not situational. If you want to know what to look for in a candidate, then integrity should be a trait you must find. A candidate who is honest and has strong moral principles could certainly be an asset to the organization.

Communication

According to recent research, more than 97% of the employers believe effective communication is essential for the candidates. Communication is something that makes the first impression and helps to perform basic functions in the organization. Candidate with the required abilities and good communication skills could certainly help you achieve organizational goals.

Attitude

Many employees with astounding skills fail in the organization due to a lack of positive attitude. Referring to a study conducted in the USA, Asia, and Europe, nearly 45% of the employees are fired due to poor attitude. When a candidate is enthusiastic and has a positive attitude towards the organization, it shows in his performance.

Courage

Courage reflects the willingness of a candidate to take risks and accept challenges that come around. It is definitely amongst the crucial traits that you should look for as it improves the productivity by tackling issues and drives success.

Intelligence

Intelligence is the basic requirement for a candidate to be eligible to be hired by the employer. The level of intelligence determines how the candidate will perform in projects and lead the organization to success.

Flexibility

What if a candidate is not flexible enough to adapt to the changes that appear in the organization?  The work timings may change, or some weekends one might need to work, if a candidate is reluctant to adapt, he can be a headache, and they are unlikely to fit. A flexible employee will easily accept changes in priorities and expand the array of opportunities.

Finding the right candidate is indeed a challenging task and requires putting significant time and efforts. However, you at least know who the right person for your organization is and what to look for in a candidate while hiring.

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