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!

Giving Thanks and Giving Back!

All of us at J & J take pride in supporting our local communities. This year, in the spirit of Thanksgiving season, we wanted to craft an event to show our employees how much we appreciate their daily efforts while also raising money for a good cause! Therefore, we invented the “Crazy for Charity” event which will be held until December 13th. These series of events will allow employees to dress down, associating the crazy accessory of the week into their wardrobe on the given Friday. In order to participate, employees will need to donate $1, all proceeds being given to CHOP to provide for the children they help each day.

Keep an eye out for the first in the series: Crazy Hat Day! Take a look at what’s to come within the next month, and check back frequently for event photos!

Creative charity events aren’t all we’re good at! Our experts love coming up with customized solutions for our clients staffing needs, finding new additions to great companies looking for great employees! Contact us today for more information on J & J Staffing services.

*We encourage other businesses in the surrounding area to develop fun charity events for the upcoming holidays to help families in need! It’s a great way to build company moral by doing something that will make everyone feel special, touching the hearts of many!

Being the Boss: Don’t Just Be A Good Boss, Be A Great Boss

If you’ve been in the workforce for some time, there is an excellent chance you’ve had your fair share of good bosses and bad bosses.  In all your experience have you ever really had a great boss?  Thinking back, what were some of the key moments in your career that were facilitated by having an effective boss?  Have you ever felt held back by a boss?

Now that you have climbed the rungs and are responsible for managing your own team of employees, you should take some time to think about what you can do to be an effective leader.  Call upon your past experiences to remember what it is like to be on the other side of the fence.   It is a rare person who instinctively and naturally manages others with success.  For the rest of us, here are some tips and reminders to help further our professional development and the careers of our employees.  

The effort of workers is what makes management successful.  Recognize your employees’ hard work and allow them to feel accomplishment rather than taking credit for all successes.  It is your job to lead your team, keep them on track and ensure positive results.  Remember, it really is a team effort.

In order to function as a team, you must delegate work and trust your employees to accomplish their tasks.  Micromanaging is a hot button for most people and it can drastically slow down work flow.  Perhaps your team members have processes that differ from yours.  As long as their results are timely and accurate, allow them to exercise their own style.  This leads to recognizing your employees’ strengths and not being threatened by them.  Look at each team member individually and identify their key strengths then capitalize upon them.  Great bosses know how to rely upon their workers.

A good boss addresses concerns with employees privately, but a great boss addresses concerns with employees privately, directly and in under one minute.  Really, it only takes about a minute to point out a task that missed the mark or make a policy reminder.  Anything longer and you risk having an unnecessary discussion that could lead in the wrong direction.

Lastly, if an employee needs to speak with you, listen to their concerns and acknowledge their thoughts or feelings.  Most of the time the issues can be worked out in one conversation and your employees will feel better knowing they can rely on you to listen.  This is also important because your employees can provide insights that you may not be aware of and really should address.

Do your best to be a great boss every day, and remember - when you need help finding talented team members, look to J&J Staffing Resources for all your staffing needs!

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!