As you look through stacks of resumes, one thing probably becomes apparent: Finding applicants with the right skills is harder than it sounds. There are several reasons why this difficulty exists. For one, you might not have an entirely clear idea of what you want to see in perspective hires. Sure, you know what the job is and what the requirements are – but there’s more to hiring than just checking off all the right boxes. Then, there’s the fact that many applicants aren’t quite sure how to present themselves through resumes and cover letters. You might see a hint of what you want in a resume, but you won’t get a clear picture until you sit down with them in the interview room.
The other thing that always conspires against you is, of course, time. When you’ve got to fill a vital position at your company, you may not have weeks or months to find the perfect candidate. Others are desperately waiting for you to fill the job so they can take the extra work off their own plates, or a team is waiting to complete a project that can’t make much headway without a manager. Whatever the complication is, time is usually of the essence. But when you aren’t able to articulate what you need in a hire and are trying to fill a job fast, you can easily end up making a mistake. And that in turn could mean a costly turnover rate of employment.
When you need to find top applicants fast, a global talent management company can help you find the best people for the job. Here are few skills to look for as you write a job description or start conducting interviews:
1. The ability to collaborate meaningfully
It has become somewhat of a cliche to list “team player” on a resume. It seems like one of those soft skills that doesn’t actually mean much, but might sound good on paper. However, the ability to collaborate on projects, and to make a meaningful difference while doing so, is a highly valuable trait to have in an employee. But it means more than just being friendly and getting along well with others. Yes, friendliness goes a long way, but if it’s not backed up with real skill, it’s not very helpful in the business world. U.S. News and World Report noted that these skills are much harder to teach than technical know how, so it’s better if your hires already possess these traits.
How do you find out if the interviewee has this hard-to-define quality? Ask them for examples of collaboration in the past. If you’re hiring for a mid-level position, look for examples from previous work experience and listen for how end results were affected. If you’re hiring for an entry-level position, ask the interviewee about school projects and volunteer opportunities.
Motivation is another quality that’s difficult to define, but very important to have. If your employees can’t motivate themselves, you and the other managers will have to do a lot more work to get the best results out of them. This isn’t to say that managers should never have to be motivational – but they shouldn’t have to constantly beat the drum of productivity. As Marketingprofs reported, self-motivation should be apparent during the interview process. This quality is usually displayed by the applicant’s level of preparedness during the interview. Has the applicant brought any materials with him or her? Do they stumble over easy questions? Are they genuinely curious about your business? Look for that fire and determination in their eyes – if you see it, they’re probably willing to work hard for you if they get the job.
What’s you No. 1 skill to look for in a new hire? Let us know by tweeting @MSIGTS.