4 Qualities to Look for in an Applicant
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 4 behaviors in your applicants.
1. Applicant has done their research.
Candidates who research your company before the interview are the ones to keep on your radar. Conducting their own research shows that this applicant is engaged in the process. It is also a good indicator about how willing the applicant is to invest time in becoming a great asset to your 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!
2. Applicant asks questions.
Job interviews are a two-way street. Think of job interviews as a vetting process for both the applicant and the hiring manager. Both are looking to see if this job would be a right fit for the applicant.
Job interviews also provide the landscape to see how interested the applicant is in your company or if you think they are ideal for the open job position. If an applicant is asking questions about room for growth, employee turnover, or company culture, these are great indications that they’re in it for the long haul.
3. Applicants 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 work references can speak to their work ethic and credentials.
4. Applicant understands the job they’re interviewing for.
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 applicant was simply looking for a title, you are now down a person and that causes a disconnect within your organization.
During the job interview, ask the applicant what their expectations are for the job and what they think the role entails. Asking specific job question during the interview will minimize any confusion or miscommunication on what they’re signing on for with the new job.
It’s up to the hiring manager to ensure they’re streamlining the hiring process to the best of their ability. Conduct interactive job interviews that showcase the abilities of the applicants, as it will gauge if they are a good fit for your company.
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Find out what people who have a great Applicant Tracking System are grateful for, so you can see what other systems are capable of!
Understand better one of the most telling and most important metrics for the growth of your organization: Tracking Source of Hires
Be proactive with your internal applicant pool. It will result in not only having more applicants, but also better applicants for your jobs.