What Qualities to Look for in a Candidate

With so much talent out there, it’s not always easy to find the perfect candidate for your current vacancies. If you want to avoid a high staff turnover and get the perfect candidate in your team from the off and watch them grow, here are some initial qualities to look out for in your next round of hiring.

Leadership

There’s no limit to the heights a candidate could reach in your business and it’s often those who start at the bottom who end up working their way up through the ranks. Whilst your current candidate might not be at that level yet, it’s worth looking out for signs early on that will make them an excellent leader in the future.

Honesty & Integrity

This one goes without saying, you need someone you can really trust to take on a role within your business. Whilst it’s not always evident in the interview stage whether you can really trust a candidate, you will usually find evidence of this when you investigate references and ask questions about the candidates previous roles.

Dependability

Just like trust, you need someone working within your business who is dependable and does what they say they are going to do. An employer’s nightmare is someone who is regularly late for shifts or worse, doesn’t turn up at all. There are some early signs you can look for here; Was the candidate on time for their interview? How long did they work for their last employer? Do they switch jobs often?

Competency

Lastly, is your candidate competent in the job you are expecting them to do? If you are hiring someone straight out of college, maybe they aren’t quite ready for a leadership role. Does the candidate have proven track record of managerial experience? Maybe they won’t be quite suited to a more junior position.

As always, it’s important to ask questions and really get to know your candidates in your interviews to maximise the chances of you getting the right employee for your business. If you are new to interviewing, check out our blog ‘3 of the Best Questions to ask any Candidate’ to maximise your time and really get the most out of your next interview.

If you need further support as an employer, we have you covered. From advertising your latest role to our audience to matching you with the perfect employee, we would love to help. Contact our team here.

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LinkedIn Poll Results - January 2025

by Simon Clark • 17 January 2025

As we step into 2025, it's crucial for professionals and businesses to prepare for the challenges that lie ahead. Our first LinkedIn poll of the year asked industry leaders and professionals to identify what they believe will be the biggest challenge facing their industry this year. The responses shed light on the diverse obstacles different sectors anticipate as we navigate through 2025. The poll results revealed a clear concern, with 'Skilled Labour Shortage' leading as the predominant challenge, cited by 40% of respondents. This highlights an acute issue across industries: the struggle to find adequately skilled professionals. This shortage can hinder growth and innovation, emphasising the need for enhanced recruitment strategies and perhaps a greater focus on training and education within companies. Both 'Regulatory Changes' and 'Technological Advancements' were each seen as the biggest challenge by 20% of participants. These results indicate a landscape of rapid change, where staying compliant with new regulations and keeping pace with technological evolution are critical for maintaining competitive edges. Similarly, 'Economic Fluctuations' were also viewed by 20% as a significant challenge, reflecting concerns over market stability and the broader economic environment that can impact business operations and profitability. These insights are crucial as they highlight the multifaceted challenges industries face in 2025. For businesses, understanding these potential hurdles is the first step toward mitigating their impacts. It suggests a need for a proactive approach in workforce development, regulatory compliance, technology adoption, and economic resilience. If you would like to speak to a member of our team about the results from this month’s poll or maybe looking to recruit and expand your team in 2025, click here to get in touch.

Employers - What are the Top Red Flags on a CV?

by Jonathan Shepherd-Stubbs • 2 January 2025

When reviewing CV’s, employers often encounter common red flags that can indicate potential issues with a candidate. Whilst no single red flag should automatically disqualify a job seeker, it’s important to pay attention to red flag patterns that could be a concern for you moving forwards. Here is a look at some of the most common red flags employers should watch out for when reviewing a CV. Unexplained Gaps in Employment Gaps in a candidate’s employment history can be a natural part of a career journey but if those gaps can’t be explained, that could cause a recruiter to look at the application more closely. Most gaps can be explained if the candidate has taken a career break to move into further education, travel or raise a family but it’s wise to ask for context from the potential employee for significant periods of inactivity. Frequent Job Changes Moving from job to job quickly can sometimes reflect ambition and a desire for new opportunities but too many job changes in a short space of time could also portray that the candidate shows instability or lack of commitment to their career and could be someone who isn’t going to stick around to grow within the company. Typos and Errors A CV is a candidate’s opportunity to create an excellent first impression and a CV full of spelling and grammatical errors can create doubt about their attention to detail. If a candidate can’t take the time to proofread their CV, it could be a sign that they might not put in much effort to their job responsibilities. Overuse of Buzzwords The overuse of buzzwords and generic terms such as ‘team player’ ‘dynamic’ or ‘passionate’ have become red flags. Whilst these words can be used genuinely, they often lack real substance unless the candidate has explained how they have demonstrated these qualities. If it looks like the candidate is just trying to fill space on their CV, they probably aren’t a good fit for your company. Lack of Quantifiable Achievements A CV that lists responsibilities without demonstrating how a candidate contributed to their previous employers success won’t add much value. Employers want to see results, so the candidates that highlight specific achievements or improvements that demonstrated their impact in previous roles is a winner. A Generic CV If a CV comes across as a generic one that could have been sent to a lot of employers without addressing the specific requirements of the role, this could show a lack of interest or effort on the candidate’s part. Tailoring a CV to highlight the most relevant skills and experience to the job posting shows that the candidate is serious, interested and committed. As an employer, reviewing CV’s carefully can save you time in the hiring process. Whilst one or two minor red flags might not be a reason to discount a candidate, larger patterns of inconsistencies or lack of professionalism shouldn’t be ignored. Keeping our tips in mind, you can make informed decisions and ultimately find the best person for the role. Are you struggling with finding the right candidates for your vacancies? Reach out to us today to learn how we can help streamline your hiring process and connect you with top talent.