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Top Things Employers Look For On Resume
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Top Skills Employers Look For
Recruiting is becoming increasingly automated. Applicant tracking systems do most of the legwork by using keywords and algorithms to screen for the right candidates. Even so, there is a uniquely human side to the hiring process.
Employers aren’t just looking for the perfect resume, they’re also looking for the person behind it. Someone who is the best fit for the role and the team. To do this, they consider a complex set of traits and characteristics that combine to create the best candidate for the position.
But what’s the secret to success? We did a survey to get some hard data to define it
It makes for a consummate professional. More than 200 hiring managers and recruiters gave their opinions on the most important traits and characteristics they look for in candidates.
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. When it comes to recruiting, evaluation starts 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 their handshake,” and so on. But there is a strong kernel of truth in these words. people
In fact, some studies show that it takes just a tenth of a second to start judging important personality traits, such as trustworthiness. Our own data also proves the importance of first impressions. An overwhelming majority of 83% of respondents agreed it was an important factor in hiring decisions, with only 1% strongly disagreeing.
Therefore, it is critical to make the most of this narrow window of opportunity, which is within the first 30 seconds of the meeting, depending on the study you are looking at. What is the most important thing to focus on in those critical first seconds? We suggest it’s the “yummy factor.” Trust and reliability in the project are strong starts.
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And it’s backed by science, too. Amy Cuddy, a social psychologist at Harvard Business School, says her research shows that trustworthiness and confidence account for 80-90 percent of first impressions. As Cady said:
Confidence allows them to accept what you are saying. This will make them feel your strength and confidence. Trust is the channel through which ideas flow.
We also asked respondents how they would validate their first impressions. It was an open-ended question, so we got a variety of answers, but body language and personal appearance were a common theme.
Again, this leads directly to the paramount importance of reliability and trust. Body language and personal appearance are important factors in non-verbal communication, accounting for 50% of what we communicate with others. It forms a very primitive and fundamental part of how we view others.
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All in all, yes, they are judging you, but you can nail that first impression by projecting an impression of confidence and trust from the moment you walk in the door. Now for the big stuff. Once the first impression is made, what specific qualities are employers looking for in a candidate?
We asked respondents what personality traits they most look for in potential employees. They can choose up to five attributes, which are their first ten choices.
They relate to the two most important choices you can hope for, which are loyalty and integrity. It’s no surprise that dedication to your employer, demonstrating honesty and strong ethical principles are necessary for success in the vast majority of workplaces.
But most strikingly, the “niceness factor” we’ve talked about extends to the most desirable personality traits. Genuineness, kindness, patience, emotional intelligence, tolerance and an open mind are all characteristics on our list of ideal candidate qualities.
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Not only do you have to prove that you’re good at the job, but you also have to prove that you’re a good person. We’re not the only ones saying this. A study published in
Delved into this topic by analyzing a large data set of human resources information to find out which personality traits employers value most.
They also processed data from the Department of Labor’s O*NET database, a comprehensive aggregator of information on occupational characteristics and worker needs in the U.S. economy.
In both cases, they found that the most desirable features fell into two broad categories. Conscientiousness and obedience. So, it’s clear that dedication, work ethic and the all important “nice factor” are key. We might even say that agreeableness is an “X factor” that everyone needs to increase their chances of success.
Resume Order Of Jobs
We also wanted to investigate whether the desirable qualities of candidates are universal, or whether these qualities vary based on seniority for the position being interviewed. Here’s what we found.
Therefore, it is clear that certain qualities are considered equally valuable regardless of the seniority of the position. As a team player, reliability, proven track record and hard work are highly valued at all levels. After all, these are qualities that every good employee should possess.
But there are some interesting differences. Attention to detail is particularly important, with twice as many respondents in junior positions as in senior positions. This makes perfect sense. A defining characteristic of leadership and management is that it takes a “big picture” strategic view, with junior employees more likely to be involved in specific day-to-day tasks that require attention to small details.
Another interesting finding is that the value of fast learners increases from entry-level to junior roles, but decreases from junior to senior roles. It may seem counterintuitive at first, but it fits perfectly with the ideal shape of a learning curve, S-curve, or S-shaped function.
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In plain English, learning should start with small steps (entry level), then larger steps (beginner level), and then smaller steps at the end of the process when the learning activity reaches its limit (advanced level). Therefore, the ability to learn quickly is paramount for entry-level/mid-level positions.
Finally, we found significant differences between the need to be results-driven from entry-level to senior-level positions. Again, it may be counterintuitive at first, but senior and leadership roles require a greater focus on results. The responsibility rests with them and they are the final line of accountability for the results produced by the team.
But we wanted to dig deeper. It’s great to know what an employer wants, but how do they verify that you actually have what it takes?
Recruiters know what they want from candidates. But do they go beyond this feeling to a formal assessment of a potential employee’s personality traits?
In Demand Skills Employers Want
Our results show that a large proportion of them do. About 52% of respondents use personality tests or psychoanalytic techniques to identify desirable personality traits in candidates.
Interestingly, we also found that using
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