7 Attributes That Actually Matter When Hiring Talent - SkillGigs
Advice for Management & Companies, Candidate Sourcing, Interviewing

7 Attributes That Actually Matter When Hiring Talent

The SkillGigs talent marketplace is a powerful platform in HR tech, but it can never replace the most important part – the human factor. While our innovative AI generates the custom curated matches, introduce the patented 3D Resume to professionals and foster relationships with the highest caliber talent in the country, there’s one job left to do – review your candidates for culture and personality fit. So in addition to platform tech to create strong matches and eliminate upfront bias, there are a handful of hiring attributes that need consideration. Company culture comes in a mishmash of sorts and while our talent comes ready to work, you undoubtedly need to have at least one conversation with them before an initial offer.

According to PayPal’s CEO, Dan Schulman, he specifically seeks talent that have experienced great failure. Claiming that this question determines an ability to respond and respond well, it got us thinking – what actually matters about the talent when you first meet them?

Here are SkillGigs’ 7 attributes to unlock in your prospected talent:

First and foremost: Skills.

If you are using SkillGigs, then you already have a clear understanding of ability and concentration of skills. However, if you aren’t on our platform – yet – then it’s important cover this fundamental attribute. Does the talent meet the most basic of skillsets required for the position you are hiring for. And do no ignore the needs between hard and soft skills and understanding that at the most entry level, what makes someone successful in the role you are hiring for.

Communication abilities:

As mentioned above, soft skills are important and roll right into the ability to clearly communicate. Talent that cannot express themselves makes it difficult for the hiring manager to understand the individual’s application of skills, experiences, and insights. Too often, we have seen highly intelligent individuals who lack the ability to share their knowledge within their past or current positions. We work in a collaborative world and if you find that your candidate that cannot easily and efficiently explain their experience, then that could be an indicator that they are not a strong communicator. And would that effect their ability to perform or be a member of your team?

Honesty:

During a time known as the “great resignation” with individuals more apt to change roles more frequently than generations before, talent has unsurprisingly become less loyal to their employers. While you can only do so much to make your team members feel secure in their position, it’s critical to seek people that can inherently be honest with you. While this may be the hardest attribute to find, it may be the most important. Our advice for determining honesty is to ask questions about how the candidate has left past last positions. Every industry is different but did the individual provide a notice period if applicable? Did they get references if it was a gig situation? Trying to unlock someones willingness to be upfront early in the relationship can help unlock frustrations during the role and prevent attrition.

Concern for time:

In our opinion, this attribute is a timeless quality. that all successful professionals should possess. Aside from the obvious convenience of being able to start tasks on time, concern for time means that the talent respects their colleagues enough to work within a schedule and do their part. While timeliness to the interview will be your first indicator if the candidate possesses this attribute, you can also assign certain evaluations and assessments to the candidate to see when they complete them and in what time frame.

Experience working within difficult situations:

Similar to what PayPal’s CEO, Dan Schulman, said – it’s important to work with someone who hasn’t had it easy their entire career. If the last two years were not an indicator; we don’t live in a world where everything can go well all the time! You want to know your talent has had experiences working in difficult situations and understand how they reacted. Review their negative experiences in the interview and listen for how they responded. If they explain they did something that you would do, then you have probably found your match!

Adaptability:

This could not be more straightforward and incredible critical as our entire world continues to adapt to the changes brought on by the pandemic. Nothing ever goes exactly according to plan and you need to make sure your talent is aware and accepting of this. People change positions, tasks re-arrange, priorities are re-assigned. Within tech and healthcare especially, if you cannot adapt and change with the innovation, then you are out. Prime example of how to determine a candidate’s adaptability is to ask how they approach working with new tools/new systems/new people?

Sense of priority:

SkillGigs is a growing company and our own team is in a constant state of readjusting priorities. We encourage our team members to think: What do I want to accomplish today and how does that interact with specific deadlines the team and I have set? Everyone is busy and you certainly do not want to micromanage your talent. Questions about their organizational skills would be highly useful to determine this attribute.

It’s fairly simple to understand skill density, but we understand communicating with the talent is an interpersonal communication piece you genuinely need to feel and hear for yourself. Human interaction can never be replaced, which is why the 7 attributes mentioned are so important to be aware of. If ever at a cross roads for determining what to look for in talent’s personality – feel free to refer to these qualities.