Qualities To Look For In An Employee – Discover the personality traits and qualities that recruiters and hiring managers value most and discover the “X factor” that makes them happy.
Recruitment is becoming increasingly automated. Applicant tracking systems do most of the work of selecting suitable candidates with keywords and algorithms. However, there is still a uniquely human side to the hiring process.
Qualities To Look For In An Employee
Employers are looking not only for the perfect resume, but also the person behind the page. One who will be perfect for the role and the team. To do this, they consider a complex mix of traits and characteristics that combine to create the best candidate for the job.
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But what is this secret sauce for success? We created a survey to get some hard to define numbers
That makes the perfect professional. More than 200 hiring managers and recruiters provided their opinions on the most important qualities and characteristics of a candidate.
. And when it comes to hiring, the assessment happens from the first second you meet the recruiter or hiring manager.
You’ve heard all the clichés about first impressions. “You don’t get a second chance to make a first impression”, “you can tell a lot about someone from the handshake” and so on. But there is a strong kernel of truth in these words. Humans
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In fact, some studies show that it only takes a tenth of a second to begin measuring important personality traits, such as trustworthiness. And our own data confirms the importance of first impressions. An overwhelming 83% of our respondents agreed that this is an important factor in their recruitment decision, with only 1% strongly disagreeing.
That’s why it’s important to make the most of that narrow window of opportunity, which is anywhere from the first 30 seconds of a meeting, depending on which study you’re looking at. And most importantly, who do you focus on in the first crucial seconds? We suggest it’s the ‘sweetness factor’. The confidence and credibility of the project to start successfully.
And science backs it up too. Amy Cuddy, a social psychologist at Harvard Business School, says her research shows that trustworthiness and confidence make up 80-90% of first impressions. As Cuddy says:
We also asked our respondents how they test their first impressions. This was an open-ended question, so we got a variety of answers, but body language and personal appearance were a common theme.
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Again, this directly points to the extremely important importance of reliability and confidence. Body language and personal appearance are important factors in non-verbal communication, which can account for up to 50% of what we communicate to others. And it is a very primary and essential part of how we perceive others.
Bottom line, yes, they are judging you, but you can make that first impression by projecting confidence and trust from the moment you walk in the door. Now for the big one. Once the first impression is complete, what specific qualities do employers look for in a candidate?
We asked our respondents what character traits are most desirable in a potential employee. They could choose up to five features and these were their top ten choices.
They were pretty much what you’d expect, with the two main options being Loyalty and Equity. In order to succeed in most workplaces, the vast majority of workplaces require loyalty to the employer, honesty, and the display of strong moral principles, so don’t there are no surprises here.
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But the most surprising thing is that the “cuteness factor” we have already touched on carries over to the best desirable characteristics of the character. Sincerity, kindness, patience, emotional intelligence, tolerance and an open mind are on our list of desirable qualities in a candidate.
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Delved into this topic by analyzing large datasets of HR information to find out which personality traits employers value most.
They also collected figures from the Labor Department’s O*NET database, a comprehensive aggregator of information on job characteristics and worker requirements across the US economy.
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In both cases, they found that the most desirable features fell into two broad categories. Awareness and courtesy. So it is clear that dedication, work ethic and ‘cool factor’ are all important. We even go so far as to say that the like is the one “X factor” that everyone needs to increase the chances of success.
We also wanted to test if the desired qualities in a candidate are universal, or if they vary according to the seniority of the role being interviewed. Here’s what we discovered.
It is therefore clear that some characteristics are considered equally valuable regardless of the seniority of the role. Being a team player, reliability, proven track record and hard work were highly valued at all levels. After all, these are the qualities that every good employee should have.
But there were a few interesting differences. Specifically, detail orientation was considered important by twice as many respondents in entry-level positions compared to management positions. It makes perfect sense. A defining characteristic of leadership and management is that it takes a strategic “big picture” view, and entry-level employees are likely to be involved in specific day-to-day tasks that require attention to small details .
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Another interesting finding was the value placed on rapid learning, which increases from entry-level to junior-level roles and then decreases from junior to senior. It seems counterintuitive at first, but it fits perfectly with the idealized shape of the learning curve, the S-Curve or Sigmoid function.
In plain English, learning should ideally start with small steps (entry level), followed by larger steps (junior), and then smaller steps towards the end of the process when the learning activity reaches the -its limits (senior). So the ability to learn quickly is really most important for junior/mid level roles.
Finally, we noticed a significant difference in the need for results from entry-level roles to senior roles. Again, it may be counterintuitive at first, but senior and leadership roles need to be more focused on results. The responsibility stops with them and they are ultimately responsible for the results achieved by their teams.
But we wanted to dig deeper. It’s all good to know what the employer wants, but how do they check that you’ve actually got what it takes?
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Recruiters know what they want from a candidate. But do they go beyond this gut feeling to formally assess the personality traits of a potential employee?
Our results showed that a significant proportion of them do. About 52% of our respondents use personality tests or psychological profiling techniques to determine the personality traits they want in candidates.
Interestingly, we also found a gender distribution in the use of these methods. Male recruiters were more likely to use personality tests, 56% of respondents compared to 43% of female recruiters. There was also a big difference between the age groups. Only 14% of hiring managers aged 56 and over use profiling techniques, compared to 51% of the youngest 24-39 age group.
They should be judged by the first impression. But luckily, making a first impression and showing the most important qualities needed to land a job are one and the same. The cuteness factor.
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Conscientiousness and courtesy are the essential “X factor” that employers look for in a candidate. It really is that simple.
The findings presented were obtained from a survey of 205 American employees and/or hiring managers. Respondents were asked what skills they value in candidates and how they test them. These included yes/no questions, questions based on a scale about the level of agreement with a statement, questions that allowed multiple choices from a list of potential answers, and questions that allowed open-ended responses.
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According to LinkedIn, the demand for talent acquisition professionals grew by 63% between 2016 and 2020, and this trend is expected to continue. Talent Acquisition Professionals Are More Than Just Knowing what attributes employers are looking for in your job search can help you become an excellent candidate.
You need to know what these key skills are and be able to demonstrate and talk about how you developed them during the interview. These skills should be prominently displayed on your resume and their presence will definitely increase your chances of advancing in the hiring process.
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