How do you Determine a Good Candidate while Hiring - image

How do you Determine a Good Candidate while Hiring? 

Kelly Barcelos on February 23, 2024 in Applicant Tracking System

Key Highlights:

  • 51% of employed workers globally actively seek new jobs.
  • Recruiters should assess skills beyond what’s listed on resumes.
  • Jobsoid allows posting on multiple platforms to attract more candidates.

When a recruiter posts a job, sometimes a never-ending list of candidates comes in. One of the reasons for this is that 51% of employed workers around the globe are looking for a new job. Now, even after shortlisting many of them, how do you identify a suitable candidate with the right work attributes and skills to join?

Read about the right candidate characteristics and job qualities that you should look for in a candidate.

What do employers look for in a candidate?

Employers look for various skills and work attributes in a candidate. A good candidate is someone who is honest and passionate about their job. Their positive attitude towards work, flexibility, and willingness to take on responsibilities are considered good qualities for a job. Employers generally consider candidates with good communication skills and adaptability, as well as someone who possesses the relevant skills required for the job.

How do you choose a good candidate?

Recruiters may find it confusing to know exactly what areas they should cover while analyzing a candidate. Here are some points to look for:

  • Look for relevant candidate skills

    Apart from the expertise mentioned in the candidate’s CV, it is crucial to test a candidate’s skills by evaluating their relevant job skills, including both hard and soft skills. One of the reasons for this is that 85% of applicants write false information and skills on their resumes.

    Hard skills: Skills they learned as college majors or courses they took, for example, data mining, UX design, computer skills, etc.

    Soft skills: Communication, adaptability, time management, growth mindset, creativity, critical thinking, problem-solving, etc., are examples of soft skills.

  • Ask for their experience

    If the candidate has prior work experience, ask them questions about their previous experience and mistakes. The questions can be:

    1. Tell us about your work history.
    2. Tell us about one project that went well in your experience and one that didn’t.
    3. What mistakes have you made in your past jobs that have made you more responsible?

    For freshmen, you may ask about their internship experience; if they don’t have one, you can ask about their college experience (any projects they lead, their achievements, etc.).

  • Seek out communication skills

    Being a righteous and quality communicator is considered one of the good traits to have for a job. One should not only be a verbal communicator but should also be good at written communication.

    It is important to avoid miscommunication between any parties. Communication as a candidate’s skill would also help employers write on-point and concise copies of emails, letters, and more.

  • Check the body language

    A person’s body language says a lot. What employers look for in a candidate’s skills is confidence and good body language. One can tell if they are confident or nervous just by their body language. During the interview, pay attention to the candidate’s hand movements and gestures, as well as eye contact.

    Well, it is not always right to completely judge a candidate by their body language because some might be nervous during the interview. So take your time and consider all factors, including this one.

  • Fit with the company culture

    People have different work values and ethics. 46% of people who are searching for jobs have company culture on their priority list. When you interview a potential candidate, ask them about their work values and related questions. For example, ask them if they can work in a fast-paced environment and meet deadlines.

    Sharing the same corporate values will ease the workload and decrease the chances of future conflicts during work. The questions may look like:

    1. Are you okay with working under pressure and tight deadlines?
    2. Can you handle multiple clients at the same time?
    3. Tell us your work strategy and work priorities.
    4. Any previous incidents where you handled an under-pressure situation?

What are some good qualities for a job?

Things that employers look for in a candidate involve various things. But a list of non-negotiable good qualities for a job is given below:

  • Flexible in adjusting to changes

    Adaptability is a quality that helps a candidate thrive in a fast-paced corporate environment. Candidates who can take quick action whenever unexpected changes occur can be a good fit for the employee role.

  • Open to learning new things

    A candidate should always be up to learning new things and skills. If an employer sees this quality in a potential candidate, it is a good sign to move forward with the applicant.

  • Takes the initiative to contribute

    Being proactive in a job and someone who can make decisions when required can prove a well-chosen candidate. It is a high quality in a person who can raise their voice to present new ideas on the table.

  • Collaborate with team

    Teamwork is a strong candidate skill that can help the company grow. You may ask the candidate if they have worked with a team in their previous job or during college. Any projects that they have led as a team, etc.

  • Able to multitask

    Sometimes, the workload or shortage of employees can create a situation where one has to do multiple tasks at the same time. This is why it is important to not miss this quality in the candidate that you are considering hiring.

Summing up

Wrapping up, we would like to add up a few things. Make sure that the candidate is comfortable during the interview. If they are nervous or intimidated, calm them down, and if they ask for a few minutes before answering, let them, and don’t rush to finish it. Now, to attract candidates to your job posting, utilize Jobsoid, where you can post on multiple platforms for free.

Every candidate carries some potential, and as an interviewer, dig their skills up, and you will find the right person to join your company. Opt for Jobsoid by starting your free trial today!

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.