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!

10 Employee Retention Strategies to Improve Your Company's Performance

Five years into the U.S. Economic Recovery, talented employees once again hold the cards when it comes to choosing where to work. With employee bounce rates reaching their highest levels since 2008, companies are in a vulnerable position that may leave them understaffed and falling short of their goals.

Why is Employee Retention so Important?

The reduced pool of qualified talent combined with increased employee acquisition and turnover costs have an exceptional adverse impact on your bottom line. The loss of large numbers of talented employees will have a long-lasting negative effect on your profits and the cumulative performance of your employees.

Employee retention is better for everyone - employers and employees - because high retention rates equate to shared goals, improved performance, and competitive advantage. So why do top employees quit? The two most common factors are lack of job satisfaction and more appealing career options.

How to Insure Your Talent Acquisition Investment

The days of retaining employees by dangling a cookie filled with a good salary, paid time off, medical benefits and a 401k are over. Don't get me wrong - talented employees expect all of the above - but they want MORE. In order to retain your talent, commit to an employee retention program - TODAY.

10 Tactics You Need to Include in Your Employee Retention Strategy

What matters more than than money to the knowledge workforce?

1. Recognition: A pat on the back goes a long way. Give praise for a job well done. How about an improved job title? Appreciation is a fantastic and free employee motivational tool.
   
2. Break the Sandbox: Encourage employees to use their imagination and move outside of the box.
3. Keep Things Spicy: Forget the humdrum - push your employees to reach their full potential with a challenging variety of tasks. Variety is indeed the spice that turns a bored employee into an engaged employee. 
4. Be Transparent: Keep job descriptions accurate and up-to-date so employees have a clear understanding of what is expected in their current role and have direction on areas to build skills as they aspire to transition into other roles.
5. The Magnetism of Employee Empowerment: Let your employees plan, perform, and evaluate their own tasks to lock them in for the long haul. 
   
6. Do Some Yoga: When it comes to paid time off, be flexible to improve employee work-life balance. Your employees will be loyal for it.
7. There's No "I" in Team: A teamwork culture increases employee productivity and retention.
8. Communicate: Set realistic performance standards and 360-degree performance reviews.
9. Lifelong Learning: Employees stay motivated when they have the opportunity to keep learning. Employee development initiatives can include formal company training, certification incentives, and tuition reimbursement. A learning organization will be more agile during imminent times of change.
10. Perks: From employee stock options, quarterly performance bonuses, and health club reimbursements to happy house and free lunch - employees appreciate fringe benefits.

Hierarchy Matters

When designing your employee retention program, keep in mind what motivates employees will typically vary dependent upon their position within your organization.

Top, Middle, Bottom

• High-level employees are motivated by praise and development opportunities.
• Mid-level employees are motivated by opportunities to learn and like open door policies with their direct managers.
• Low-level managers are motivated by competitive salaries and perks.
• Entry-level employees are motivated by bonuses, performance-based raises, and pay for working additional hours.

In order to retain talent, employees must feel like their goals are in line with the company that they commit to. A comprehensive employee retention program will give your company the highest ROI because motivated, engaged, and loyal employees are more likely to reach their fullest potential which will naturally increase your organization's success. Check out Philly.com's top workplace list for more employee retention inspiration.

J&J Staffing matches top employee talent to your company's temporary, temp-to-hire, and direct hire needs. Click here to learn how J&J Staffing can help you meet your short-term immediate hiring needs and long-term staffing goals.