4 Qualities to Look for in an Applicant

4 Qualities to Look for in an Applicant

by Taryn Barnes

Conducting job interviews is similar to looking for a needle in a haystack. Candidates may look great on paper but can wash out in the interview process. On top of that you’re looking at allocating a decent amount of time to interview as many candidates that you can to increase your odds of finding the applicant that is the right fit. You can increase your bang for your buck during the interviewing process by looking for these four behaviors in your applicants:

  1. They’ve done their research

Candidates who research your company before the interview are the ones to keep on your radar. This shows that they are engaged in the process and is a good indicator about how willing they are to invest time in becoming a great asset to the organization. If the candidate has taken the time to learn about your company before employment, imagine what they can bring to the table once they’re hired!

  1. They ask questions

If an applicant is asking questions about room for growth, turnover, or company culture, these are great indications that they’re in it for the long haul.

Interviews are a two-way street. Think of it as a vetting process for both parties, you’re both looking to see if this is going to be the right fit. This also provides the landscape to see how interested the applicant is in your company or if you think they are ideal for the position. If an applicant is asking questions about room for growth, turnover, or company culture, these are great indications that they’re in it for the long haul.

  1. They provide references

Hiring managers can infer a lot based on how easily a candidate is willing to offer up references. Candidates that take the time to produce relevant references can speak to their work ethic and credentials.

  1. They understand the job they’re interviewing

It’s not uncommon for a new hire to jump ship due to the job not being what they expected. Whether it was because the job description was not specific enough or the individual was simply looking for a title, you are now down a person and that causes a disconnect within your organization. During the interview, ask the applicant what their expectations are for the job and what they think the role entails. This will minimize any confusion or miscommunication on what they’re signing on for. It’s up to the hiring manager to ensure they’re streamlining the process to the best of their ability. Conduct interactive interviews that showcase the abilities of the applicants, as it will gauge if they are a good fit for your company.

If you have any further questions about the items mentioned in this article, or if you would like more information please, contact us.


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