The 9 Traits You Should Look For in a High Quality Candidate

When you're evaluating job applicants, there are a variety of ideal employee traits you should seek out. While some people stretch the truth in their resumes and put on a face in their interviews, a perceptive hiring manager can usually pick up on these things quickly. Many traits that are visible in how the applicant approaches the hiring process can tip you off to how they would actually perform on the job. Building a successful team means finding the candidates who embody the ideal employee skills, so here are 9 of the qualities you should look for in a job candidate.

1. A drive for self-improvement

A drive for self-improvement is one of the most important employee traits. Often, candidates who strive to always improve in their work also apply this trait to all aspects of their lives. Dedication to self-improvement may present itself as a tendency toward constant self-education, whether by keeping up on trends in their industry or by expanding their general knowledge about the topics that personally interest them. Someone who is committed to always growing and recognizes that this is an ongoing process is less likely to become complacent with their work and fall into mediocrity.

2. Organization

Organization is crucial in order to perform well in any job, so it’s always an asset. Being organized means the employee can manage their emails and appointments and will not forget to follow through even when things get busy. One of the first signs to look for is punctuality—is the candidate on time for their interview? Someone who is unable to keep organized throughout the job seeking process is unlikely to be organized when they need to multi-task on the job.

3. Adaptability

Adaptability is one of the job candidate traits that impress hiring managers because organizations and industries are always changing. The ideal employee is able to keep up with these changes and can also acclimate to a new job quickly. If they’ve been able to thrive in a variety of environments in their previous job experience, this is a sign that they’ll be able to adapt to your environment too.

4. Leadership abilities

Even for job positions that do not directly involve leadership, the ability to lead is an important quality to have. A good leader is always ready to emerge when the situation calls for it—for instance, when no one else is taking ownership of a project. Leaders are the people who will step up and take responsibility and make sure everyone on the team is performing.

5. Being a team player

Being a team player is not in contrast with leadership abilities. The best leaders are those that consider the best interests of their teams and the organization as a whole. If they only care about their own goals, they’ll be less likely to cooperate in order to find the right solution. Look for good interpersonal skills that show the candidate will get along well with others.

6. Dedication to hard work

Talent and skills count for a lot, but it’s also important that candidates are willing to work hard. Otherwise, your organization doesn’t get the full benefit of the employee’s skills. Is the candidate someone who will just get things done when the situation calls for it? Ask candidates about projects they’ve worked on before to see how dedicated they were in previous jobs.

7. Engagement

Someone who is engaged during hiring process is likely to be engaged on the job. Do they ask perceptive questions during the interview? This shows that they’re being attentive to what you’re saying and picking up on important points about your organization. It also may reveal that they were interested enough to research your organization in advance. Additionally, see if they’re engaged throughout the recruiting process, meaning they respond quickly to emails and really seem like they care about getting the job.

8. Attention to detail

Attention to detail is another trait that makes a difference in any position—and it’s something that’s easy to spot during the hiring process. Check that resumes are error-free. Even if spelling and grammar are not a candidate’s strong suit and not important to the job, a serious candidate will have made the effort to ensure their resume is polished. Of course, this is not the only way to ensure that a candidate pays attention to detail. You may also want to ask candidates to submit examples of their work or to perform a task they’d actually have to do on the job.

9. Fitting in with your company culture

Someone who fits in with your company culture is far more likely to adjust well to the job and be happy in your office. These are the employees who will stay with your company long-term. This is not to say you shouldn’t seek out candidates who can bring something different to the table—because you absolutely should—but it helps if their values and even their personality are in line with your organization. This shows that in addition to possessing the necessary skills, they’re the right candidate for your company specifically.

These are the 9 traits you should search for when performing your job candidate evaluation. Because finding the right employee is a tricky and complex business, some organizations choose to outsource their hiring process to save the time. Staffing firms are experienced in sorting through applicants and finding the ones that embody the ideal employee traits. However you approach the hiring process, your organization will benefit from having an employee who possesses a combination of these 9 traits.

If you're looking for candidates that possess these 9 traits, or have other staffing needs, contact J&J staffing today!

J & J Staffing Resources OPEN HOUSE for the TRI-STATE AREA 6/16

J & J Staffing Resources is holding a company-wide open house on Tuesday, June 16^th from 9 a.m. to 2 p.m.! Demand for qualified candidates is skyrocketing and great local companies are hiring!

Do you know someone who is currently looking for a position in the Tri-State area? Pass along J & J’s information and let them know about our open house! Who knows? Maybe you'll be the one who connects them to the rewarding position they've been looking for.

The job market can be a difficult place to navigate at the best of times. Sometimes, it's tough to know exactly what positions would be a good fit for you. Trawling through pages of job ads wondering which one might be right for you and tweaking your resume in the hopes of getting an interview is a daunting task. J & J's experts will guide you through this process so you can be confident that you’re getting a position that is exactly what you're looking for.

J & J is a functional staffing firm specializing in filling office, industrial, technical, and professional staffing needs and is looking for great people to fill multiple positions! J & J has opportunities available for temporary, temp to hire, and direct hire positions. J & J's trained professionals will sit down with you and take the time to understand your skill set and help you find an opportunity that fits your needs and strengths.

We work with hundreds of successful businesses throughout the Tri-State Area, placing over 7,500 people to work last year! Take advantage of our Tri-State Area open house on June 16^th and get matched with an opportunity that's right for you.

Call your local J & J office for more details!

Cherry Hill, NJ (856) 751-5050
Princeton, NJ (609) 452-2030
Ewing/Trenton, NJ (609) 530-1100
Woodbury, NJ (856) 464-0020
Bridgeport, NJ (856) 467-9099
Langhorne, PA (215) 752-0500
Horsham, PA (215) 773-9773
Newark DE (302) 738-7800

Did I Hire the Right Person for the Job?

It happens more often than you think. After going through dozens of resumes and conducting numerous interviews with job candidates, you end up making a hire that seems like the right choice. However, after only a few weeks you begin to realize that something is amiss. The person you hire for the position is not shaping up to be what he or she claimed they would be. Suddenly, you are having second thoughts about the hire altogether.

Sadly, this sort of scenario happens more often than many managers would like to admit. While professional staffing agencies go out of their way to extensively screen job candidates, companies that choose to hire without outside help may end up hiring people who are simply not qualified enough or have the right personality to work for them. 

The next time you’re trying to decide whether a new hire is or is not a good fit for your business, try asking yourself the following questions:

Does the Employee Take Initiative?

These days, everyone is trying to land a great job. As a result, most new employees tend to jump at the chance to show their enthusiasm and take on new responsibilities. If you find your recent hire tends to shirk away from responsibility or makes a lot of excuses in general, this may be a sign that he or she is content to do the bare minimum.

Does the Employee Keep Steady Under Pressure?

Good stress management is an important ability for an employee to have, and many people do lack the capability to properly handle hectic business situations. While it’s fine for someone to get a bit nervous about deadlines from time to time, you want to make sure that’s as far as the stress goes. If your employee has a habit of becoming so stressed that he or she cannot do the job effectively, then they may not be a good match for your business.

Does the Employee Perform Well in a Team Setting?

The ability to work well with others in a team environment is a common trait that many employers look for in job candidates - and for good reason. Rarely is there an important position in a company that does not require constant cooperation with other employees or departments. One of the key hallmarks of a bad hire is that he or she is unable to successfully work with others. Should you find that collaborative efforts with your new employee constantly result in project setbacks and other issues, then it might be time to let that employee go.

Should you decide that need to replace a bad hire, J & J Staffing is always able to help you. We assist businesses in finding qualified job candidates through our comprehensive staffing services. Contact us today if you are looking for excellent employees who would fit well with your company.

Social Media in the Workplace: To Tweet or Not To Tweet?

Facebook, Twitter, Pinterest, Google+, LinkedIn …The list of social media sites goes on and on. Chances are you have an account with at least one of these sites.   Whether you are an infrequent user, daily checker or avid mobile updater, there may come a time when you are on the clock and social media temptation will strike. 

Many employers understand how prevalent social media is in today’s culture (statistically speaking, they probably have their own Facebook accounts).  Knowing their workers have various pages and also knowing how much time a person can spend on these pages, many businesses are now including social media regulations in their handbooks.  When starting a new position, make sure to read through all the company’s policies and guidelines. 

On the other hand, there are companies that have yet to address this topic.  In that case, take it upon yourself to set boundaries, self-regulate and maintain professional decorum.  Here are 3 tips to get you started on the right foot:

1. Socialize on your own time.  Working hours are just that: working hours.  Your phone should only come out on breaks—this includes texting—or for emergency purposes.  Resist pulling up social sites on your work computer.
   
2. Keep your work life separate from your personal life.  This can be difficult because as soon as you publicly mention the name of your employer, you become a representative of that company.  When possible, especially on personal blogs, add a disclaimer such as: The opinions expressed here are solely mine and do not reflect the opinions of ‘Company.’  On the flip side, if social media is beneficial to conducting your business, set up separate accounts tailored to your work persona.  Your business’ business is their business, not the business of your 416 Facebook friends.
   
3. Save work complaints for the HR department.  Recent court cases under the National Labor Relations Board prohibit companies from demanding their employees refrain from making disparaging comments about them on social media sites.  Though it is your right to speak your mind, online venting will get you nowhere.  Talk to someone who can actually address your concerns.

Social media is definitely changing the way society communicates and interacts.  It is changing the way business is done and impacting the workplace.  It is up to you to take responsibility for yourself and the words you put out for the world to see.  Think twice, post once.

J&J Staffing Resources provides professional staffing services – find your new job today!

What the Hiring Manager (and Recruiter) Look for on Your Resume

Being a candidate in the job market can be tough. You have to present your best face to many potential employers, and be on your toes for any interview question.  Before you even get your foot in the door, there is one key piece of your presentation that requires extra attention to detail.

Your resume says everything about you before you meet the interviewer in person. Whether you are meeting a hiring manager or recruiter directly, you want to make sure you are presenting yourself in the best light as a potential candidate for the job.

What to Avoid on Your Resume

Gaps in Employment:

Some candidates opt to only include jobs that are relevant to the job they are currently applying for. While this has good intentions, it may send the wrong message to the person reviewing your resume. If there are employment gaps of 6 months, a year, or even two, this can send off warning signs that you are not a dependable employee. Other times, the gaps represent the period you were searching for your next full time job.  Whatever your reasons are for, if you list them on your resume be prepared to have explanations to back up each one.

                 

Too much information:

When your chance of an interview rides on the resume you submitted, your gut reaction is to make sure you include every pertinent detail about yourself on it. But for most Recruiters and Hiring Managers, this is a resume turn off. Make sure all the information you have listed is short, concise and clearly stated to get your selling points across. And that rule about 1-2 pages resumes? Unless you have 20+ years of experience, keeping it to a minimum of pages is ideal.

What to Have on Your Resume

Relevant skills to the job you’re applying for:

There isn’t anything wrong with being a jack of all trades. But when you are applying for a specific job in a specific industry, it is important for you to tailor your relevant skills to fit the job at hand. Those making the hiring decisions want to see right away that you have the skills necessary to handle the job, so don’t keep them waiting!

Measureable accomplishments:

Don’t wait till you’re in the interview hot seat to start singing your praises. Start listing your accomplishments on your resume and be specific! If you lead a team of 5 peers in a project that saved 10k on the department’s budget, feature it on your resume. As long as you keep it concise and pertinent to the job it will only benefit you.

If you’d like more information on the hiring process, or would like one of our professionals to review your resume, contact us!

Why You Should Use A Staffing Company

As a decision maker at your company, your time is very valuable. And while putting resources and effort into hiring the best people to work for you is important, it can take you away from your main responsibilities.  So when you find yourself in need of bringing on more employees, you should consider using a staffing company.  Here are a few reasons why:

Specialized Services:  Expert staffing companies, such as J & J Staffing, know every in and out of the industries they staff for.  Your dedicated Account Executive will know your company’s industry and the geographic area well, so the pool of candidates you see are already targeted to your needs before they get in the door. They also have a unique glimpse into current salary trends and coveted skill sets of the industry and are able to recommend the best choices because of this.

Qualified Candidates: Account Executives and Recruiters take the time to know their candidates. They are able to pre-screen individuals that are qualified for your job, and they will take care of screening all resumes before they even reach your desk. This will make your hiring process more efficient and more focused.

Quick Hires: When you have staffing needs, the interviewing and hiring process can be very lengthy. You will also come across candidates who do not accept a job offer, even though you’d like for them to work for you. This can be a very frustrating cycle when you are juggling both your own job responsibilities and the pressure to quickly hire staff to assist with the workload.  A staffing company is able to stream line the hiring process for you and guarantee that the candidates you choose to hire are reliable.

If you’d like more information on what J & J Staffing can do for you, contact us today!