Seven Key Qualities I Look for When Hiring Staff

When it comes to hiring the right staff I hear every excuse in the book. Excuses that come from all sorts of places. Lots of business owners are afraid to give up their control, or the job won’t be done right, there are even some who are afraid that their employees will be better than them! 

Huge fears can surround gathering and maintaining a team so it’s one of those tasks that either is avoided, or rushed. 

While there are plenty of bad reasons, there is also a good reason you need to tread carefully with hiring staff: The individuals you choose to work beside you will become the cornerstone of your organisation’s success. That means you need to have a system in place that will get the right people behind you.

The right recruitment process will serve as a gateway to attract and evaluate potential employees, but it requires insight to quickly figure out who the capable candidates are and single out the one who will thrive within your company’s culture and contribute to your goals.

It’s not just about the skills on a resume or the experience listed in bullet points. It’s about those intangible qualities that breathe life into our workspaces, drive innovation, and foster a culture of unity and growth. Understanding what these qualities are will allow you to make informed decisions that align with the strategic objectives of your business.

Through trial, error, and plenty of learning experiences, I’ve honed in on seven key qualities that I look for in every candidate. These aren’t just attributes I’ve read about in management books; they are the pillars that have consistently contributed to the success and cohesion of my team. I’m excited to share these with you, not just as a guide, but as a starting point for a conversation about what makes a team truly great. Whether you’re in the early stages of building your business or looking to strengthen an established team, I hope you’ll find these insights as valuable as I have.

So, grab a coffee, and let’s dive into the qualities that can transform a group of individuals into a powerhouse team. Here’s to our shared journey in cultivating workplaces that thrive on more than just profits – workplaces that are vibrant, innovative, and, most importantly, human.

Why Is Quality Important When hiring staff?

If you’re anything like me, you know that the heart and soul of our businesses lie not in the products we sell or the services we offer, but in the people who stand behind them. Hiring isn’t just about filling a vacancy; it’s about inviting someone into our business family. 

Who you hire is how you run your business.

Each time I face the task of hiring new staff, I find myself reflecting on what truly matters in the people I choose to bring on board. In general, when selecting staff, employers often focus on a trifecta of key qualities: 

• Ambition
• Confidence
• Ability to work well with others 

These characteristics indicate a candidate’s drive, self-assurance in their abilities, and readiness to collaborate effectively within a team. Each quality not only enhances individual performance but also complements and strengthens the collective capabilities of the workforce.

For me, the key qualities are much larger than this list which. The Seven Key Qualities I look for are:

1. Values
2. Passion
3. Communication 
4. Teamwork and Collaboration
5. Problem-Solving Skills
6. Adaptability
7. Continuous Learning Mindset

So let’s take a look and see how these qualities break down and how they translate into business success.

Quality 1: Core Values

Candidates who share your company’s core values will have a strong culture fit that seamlessly integrates and promotes a harmonious work environment, one grounded in mutual respect and integrity. It also means they will be more likely to share your passion for the overall success of the business.

Cultural Fit Assessment:

• Review the candidate’s goals and values during the hiring process.
• Engage in discussions to reveal a genuine connection to the company’s ethos.

Among these, integrity and accountability stand out as the bedrock upon which trust is built—trust among team members, and trust with our clients. These qualities are not just moral virtues; they are practical necessities in today’s business world, where reputation can be your strongest asset or your biggest liability.

Identifying Integrity

I look for candidates who demonstrate a clear sense of right and wrong, who can own up to their mistakes, and who are transparent in their intentions and actions. 

Quality 2: Passion

Passion is the fuel that drives us to exceed expectations, to innovate, and to persist through challenges. It’s a deep-seated drive that aligns with the vision and goals of the business. They infect others with their enthusiasm, elevating the entire team’s performance and morale. This is closely linked to motivation and drive, 

Passionate employees are not just more productive; they are ambassadors of our brand, champions of our culture, and the architects of our future. 

Spotting Genuine Passion

Identifying true passion during the hiring process goes beyond the surface level of “I’m passionate about X.” I focus on the depth of the candidate’s interest in their field and our company. Do they show a keen understanding of our mission and vision? Are they excited about the potential to contribute to our goals? It’s also telling when a candidate takes the initiative to learn about our projects, suggests ideas, or shares how they can make a difference.

Cultivating Passion in Your Team

Nurturing passion is an ongoing process. You’ll need to create an environment where employees feel valued, engaged, and connected to your company goals. Encouraging personal and professional growth, recognising and celebrating achievements, and fostering a sense of ownership all contribute to sustaining passion within the team.

Quality 3: Communication Abilities

Interpersonal and communication abilities are not just about talking, but about connecting with and understanding others, and are key to developing teamwork and fostering an environment where collaboration thrives. Whether it’s articulating complex ideas, listening actively, or expressing feedback constructively, communication skills are indispensable.

Listening skills are just as important as speaking well. Active listening involves engagement where the listener provides feedback that they understand, empathise or take the right action. 

Evaluating Communication Skills

Pay close attention to both what they say and how they say it during interviews. Are they articulate and clear in their responses? Do they listen attentively and respond thoughtfully to questions? Scenario-based questions can also be revealing, such as asking how they would explain a complex concept to a client or resolve a misunderstanding with a colleague. 

Listening Indicators:

• Nods and affirmations: Acknowledging the speaker.
• Clarifying questions: Sign of deep processing.
• Paraphrasing: Indicates effective listening and understanding.

Verbal Communication Indicators:

• Clear articulation: Easy to understand.
• Adaptability: Tailors language to the listener’s level.
• Conciseness: Gets to the point without needless details.

Quality 4: Teamwork and Collaboration

The strength of a team lies in its ability to unite diverse talents, perspectives, and skills towards a common goal. Teamwork and collaboration are the lifeblood of innovation and efficiency. They encourage a culture where learning from each other is valued, and different viewpoints are not just tolerated but celebrated. In my experience, a team that collaborates effectively is more agile, resilient, and capable of navigating the complexities of the business landscape.

When hiring staff, it’s essential to identify a strong willingness to collaborate as part of a team, but included in this are individuals who also possess the potential to lead.

Identifying Team Players and Leaders

Finding individuals who thrive in a team setting and who can also exhibit leadership qualities is key to building a robust team. During the hiring process, I look for signs of empathy, emotional intelligence, and the ability to motivate and inspire others. Questions about past team projects, challenges faced, and the role they played can reveal much about their ability to work collaboratively and lead when necessary. Leadership here is not about formal authority but about the capacity to guide, influence, and enhance the team’s efforts through positive engagement.

In this case, a leader’s role includes fostering a supportive environment where trust and respect are prioritised.

Quality 5: Problem-Solving Skills

Problem-solving is at the heart of what we do. It’s about more than just fixing what’s broken; it’s about understanding the challenge, exploring different solutions, and implementing the one that works best. It’s a skill that makes us not just better employees but better thinkers and innovators. And in a world that’s always changing, being a good problem solver is invaluable.

Identifying Problem-Solvers

Finding the real problem-solvers for our team means looking for those who not only face challenges but also dissect them to understand their core. It’s about spotting the individuals who get excited rather than overwhelmed when presented with a complex problem. In conversations with candidates, I delve into how they’ve navigated past hurdles: “Describe a time you encountered a problem with no obvious solution. What was your approach to solving it?” This question helps uncover their process for breaking down the issue, brainstorming possible solutions, and deciding on a course of action. I listen for their ability to think critically, their willingness to research and consult with others, and their determination to keep trying until they find a solution. It’s this combination of curiosity, resilience, and strategic thinking that sets apart the true problem-solvers.

Cultivating a Team of Problem-Solvers

Creating a team that’s good at problem-solving starts with encouraging a mindset where challenges are viewed as opportunities. We do this by sharing our successes (and our failures) as learning experiences, offering resources and support for creative solutions, and celebrating when someone finds a new way to tackle an old problem.

Quality 6: Adaptability

Having adaptability empowers teams to overcome obstacles, seize opportunities, and drive innovation. They bring flexibility, creativity, and a can-do spirit that can turn challenges into victories.

Adaptability isn’t about being ready for every possible scenario—because who can be?—but about being willing to adjust when things don’t go as planned. It’s a mindset that values flexibility, quick thinking, and the ability to stay calm under pressure. For our team, it’s this quality that often turns potential obstacles into opportunities for growth and innovation.

Recognising Adaptability in Others

When I’m looking to add someone new to our team, I listen for cues in their stories that show how they’ve adapted to unexpected situations. It’s not about never facing challenges but about how they’ve handled those challenges. Did they freeze, or did they find a way through? Questions like, “Can you tell me about a time when you had to change your approach halfway through a project?” help me see their adaptability in action. It’s these real-world examples that give me confidence they can handle whatever this job might throw at them.

Quality 7: Continuous Learning Mindset

Being open to learning new things is like keeping the door open for opportunities; it allows us to grow, adapt, and stay relevant. A continuous learning mindset isn’t just about formal education or training; it’s about being curious, asking questions, and not being afraid to try and sometimes fail. It’s this mindset that helps our team tackle new challenges, stay ahead in our industry, and most importantly, support each other’s growth.

Spotting a Learner

When I’m looking to bring someone new into our team, I try to find those who are naturally curious and eager to grow. During interviews, it’s less about the specific skills they already have and more about their attitude towards learning. Do they talk about challenges they’ve faced and how they’ve overcome them? Are they excited about the prospect of learning new things? It’s these qualities that tell me they’re not just ready for the job today but will also be valuable as we evolve in the future. Those who actively seek feedback and demonstrate a pattern of self-improvement exemplify the kind of lifelong learner you want in your business.

Encouraging Everyone to Keep Growing

Creating a culture that values learning is about more than just providing training courses. It’s about making it okay to ask questions, to not know everything, and to learn from mistakes. We encourage sharing knowledge in regular team meetings, celebrate small victories when someone learns something new, and provide resources and time for learning. It’s about showing that we’re all in this together, learning from each other, and that every day is an opportunity to grow a little more.

Keys To Hiring Staff – Final Thoughts

As we’ve navigated through the key qualities of adaptability, passion, teamwork and leadership, continuous learning, communication, and problem-solving, it’s clear that building a team isn’t just about filling roles. 

It’s about identifying those who embody the values and spirit that drive our businesses forward. 

These qualities are the building blocks of a team that’s capable, cohesive, innovative, and resilient.

However, we understand that the journey of hiring and delegating can sometimes feel overwhelming. It’s a process that requires time, attention, and a keen eye for potential. If you’re finding this task daunting, remember, you’re not alone. Many business owners share this challenge, as well as the fear of sharing the workload if they’ve been solo operators since day one. It’s okay to seek support.

If you’re at a crossroads, looking for ways to streamline your hiring process, or if you need guidance on how to foster these qualities within your existing team, we’re here to help. Our experience and insights are at your disposal, offering you the tools and strategies to build a team that not just meets but exceeds your expectations.

Remember, the strength of your business lies in the people you choose to bring on board. By focusing on these key qualities, you’re investing in the future of your company. We can help ensure that your team is equipped for the challenges of today and prepared to embrace the opportunities of tomorrow.

Seven Key Qualities I Look for When Hiring Staff – FAQs

1. What are excellent qualities of an employee?

Excellent qualities of an employee include a strong work ethic, reliability, adaptability, effective communication skills, teamwork, problem-solving ability, and a positive attitude. These qualities contribute to individual and team success, fostering a productive and positive work environment.

2. What do employers value most in employees?

Employers value employees who demonstrate reliability, integrity, professionalism, and a willingness to learn and grow. Additionally, qualities such as initiative, accountability, and the ability to collaborate effectively with colleagues are highly valued. Employers appreciate employees who go above and beyond their job descriptions to contribute to the organisation’s goals and success.

3. What characteristics are most valued by employers?

Employers value characteristics such as dependability, honesty, adaptability, and resilience. They seek employees who can thrive in dynamic and challenging environments, demonstrate strong problem-solving skills, and exhibit a commitment to continuous improvement. Additionally, employers appreciate candidates who possess emotional intelligence, empathy, and the ability to communicate effectively with diverse stakeholders.

4. What are the best qualities examples?

Examples of the best qualities in employees include:

Reliability: Consistently meeting deadlines and fulfilling responsibilities.

Adaptability: Being flexible and able to adjust to changing circumstances.

Communication Skills: Clearly conveying ideas and actively listening to others.

Teamwork: Collaborating effectively with colleagues to achieve shared goals.

Problem-Solving: Identifying challenges and implementing creative solutions.

Positive Attitude: Maintaining optimism and enthusiasm, even in challenging situations.

Accountability: Taking ownership of tasks and outcomes, and holding oneself responsible for results.

5. What do HR look for when hiring?

HR professionals look for candidates who possess a combination of technical skills, relevant experience, and key soft skills. They evaluate candidates based on their qualifications, past performance, cultural fit, and potential for growth within the organisation. Additionally, HR looks for candidates who demonstrate alignment with the company’s values, mission, and objectives, as well as a commitment to professional development and continuous learning.

Let’s make your team the best it can be, together, by booking a free discovery call today.

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