We understand the importance of finding the very best candidate for your vacancy! 

Companies often focus solely on the information available on a CV, whether that be academic qualifications or previous experience and overlook the qualities that truly define a standout hire. 

Identifying candidates with the traits that drive long-term success is a vital skill in any recruitment process. But why do the ‘off-paper’ traits matter so much and how could partnering with a recruitment business ensure you’ll find the perfect fit for your team? 

Culture and Values   

Hiring a candidate who aligns with your company culture and mission statement is often more important than their previous experience in line with the role, as often the latter can be taught. From their very first day, a candidate who fits your values will integrate more seamlessly, stay longer, and contribute to a positive work environment. 

Investing time in understanding how to share your business values, mission statement, and team dynamics could be the key to a successful hiring process.

Communication Skills 

Effective communication is vital in every role, whether that be verbal or written. 

It is essential to understand the candidates communication skills throughout the recruitment process, from initial contact and screening through to role-specific assessments and interviews.  

Interview nerves are common but for some jobs, it’s important that the candidate is able to talk about themselves confidently, express their ideas clearly and collaborate effectively. It is therefore more important in these instances that you are able to understand the level of skill in this area prior to a job offer.  

Resilience 

In a world where businesses are constantly evolving, for many employers, adaptability and resilience is a non-negotiable. Candidates who can pivot quickly (to use a pandemic term), navigate challenges, and embrace change are invaluable when growing a team. 

Looking for candidates who can provide concrete examples of overcoming challenges and self-awareness about their strengths and areas for improvement is a great way of identifying this early in the interview process. 

Emotional Intelligence 

A high level of emotional intelligence can be essential when looking for candidates able to work collaboratively in a team. By designing an interview process that assesses how well candidates handle stress, resolve conflict, and empathise with others, you can better identify the type of personality you might need to hire. 

Motivation, Drivers and Aspirations 

A candidate’s motivation often determines their performance and longevity in a certain sector or type of job. Someone passionate about their job will have commitment and bring energy to the role day-in, day-out. 

You should be sure to ask questions that uncovers their “why”! 

What drives them, what excites them, and how does your opportunity align with their personal and professional goals? 

In our experience, by far the biggest reason a candidate leaves an employer is due to misaligned aspirations, or ‘they’ve gone as far as they can go’ which makes this point so important. 

So why work with a Recruitment Partner? 

Working in the sector every day, most recruitment agencies are able to bring industry expertise and a human touch to the recruitment process! A good recruitment agency doesn’t just fill roles, they head hunt individuals who are aligned to the business and will contribute to your success and growth long-term. 

Identifying candidates with the ‘off-paper’ characteristics that drive long-term success is not an easy or quick task. 

By working with a recruitment business, you’ll save time handling the legwork associated with recruitment, have access to top talent and experience a tailored recruitment process which is designed to match your unique needs, ensuring you hire not just the best candidate for the job, but also the right candidate. 

A CV may tell part of the story, but have you considered using external support to help you discover the candidates who match the skills, values and aspirations of the role?