15 Qualities for Becoming the Ideal Job Seeker - Personal Branding Blog - Stand Out In Your Career

15 Qualities for Becoming the Ideal Job Seeker - Personal Branding Blog - Stand Out In Your Career Are you the perfect job applicant? When recruiting, there are certain traits employers look for in the ideal job seeker. While we are not born with every desired trait, it is imperative we gain these attributes as we continue in our career and subsequently during our next job search. You should remember that no job applicant is perfect, though each and every one should strive for consistent improvement. With that being said, recruiters, hiring managers and human resource professionals will prioritize hiring job seekers who can be described as having the following 15 traits: 1. Leadership oriented. Companies like recruiting job seekers who have a future with their organization. Most facets of leadership are learned and thus the most efficient organizations want to mold progressive thinkers rather than have stagnant employees. They want each individual to have room to progress and in time be able to formulate their own winning teams. 2. Resilient. Resilient applicants are amongst the most sought after by hiring managers. These are the individuals who view their problems in an optimistic manner and don’t view hurdles as insurmountable, pervasive and their fault. They can fail and, after a brief demoralization get right back on their feet and continue producing for the company. 3. Candid. Individuals who are candid are among the best communicators around the office. They display a direct, clear manner of speaking which in turn fosters winning and helps eliminate bureaucracy. Moreover, this method of expression promotes new ideas, encourages fast action and engages more people in the conversation. 4. Competitive. Highly successful companies believe in differentiating their top performers from the average employees. These firms recognize the worth of making clear distinctions regarding the output individuals produce when compared to that of their peers. They understand that the people who fare best in the office are those who want to succeed and who are consistently formulating creative, compelling and logical methods to beat competing firms. 5. In control. Hiring managers consider successful people to be in control of their careers. The more knowledgeable employers actively seek out individuals who don’t let outside forces dictate their potential; they recruit employees who don’t fear normal setbacks. Among other things, in control translates to being able to keep calm and perform during times of heightened stress. 6. Friendly. Prior to recruiting, hiring managers seek out individuals who are easy to deal with and can be successfully managed by current staff. Moreover, when employers like you, they are more apt to give you an offer. When staffing new applicants, those who fit in with the current corporate culture are the most seriously considered. 7. Ambitious. Ambitious employees are those who continually drive towards a better way of doing things. They embrace challenges and are able to overcome hurdles. These people are never satisfied with the status quo and drive for better solutions, thus making an organization more competitive. 8. Ability to adapt. Staffing professionals seek job applicants who can change with the business environment. While many people love familiarity and patterns, the best understand that if you want to stay in the game (let alone win), change is a necessary aspect of business. 9. Creative. The most successful companies thrive because of innovation and a consistent improvement on current internal processes. They are consistently looking for those who can not only work autonomously, but who also can formulate fresh ways to complete old tasks. 10. Competent. Managers today are overly worked and have little time to oversee day to day activities. Thus, recruiting employees who can get the job done without being micromanaged are a significant priority these days. Competent job seekers can derive a return on investment for their employer while requiring minimal handholding from the leadership team. 11. Passionate. Although all employees are driven by monetary gain, the most sought after people are the ones who enjoy the work as much as they do the reward. Without passion, employees will utilize only a fraction of their intelligence, achieve only a percentage of what they are able to and will inevitably burn-out. Moreover, they will fail to positively impact both their lives and the lives of their co-workers, clients, managers as well as the firm’s leadership team. 12. Trustworthy. Without integrity, the other 14 qualities listed mean nothing. To be successful, companies need to have a culture that thrives on honesty and doing what is best for both the client and shareholders. Once trust is broken within a corporation, the rest of the positive aspects slowly unravel. 13. Decisive. Companies love hiring employees who can make tough decisions. These are the people who can quickly and efficiently analyze options, potential outcomes and pitfalls of a situation and make a firm call. They are the opposite of “wishy-washy.” HR managers know that indecisiveness can keep organizations from reaching a desired output and, thus actively recruit what former GE CEO Jack Welch refers to as “edge. 14. Team oriented. Hiring people who buy into the system is of the utmost importance when recruiting. They can work effectively in situations that require the cooperation of others, clearly fit into the confines of the firm’s corporate culture and bring a dynamic to meetings that welcomes debate and, ultimately, solves problems. 15. Goal oriented. Employers want to hire job seekers who always escalate their goals, though who still enjoy the journey along the way. They understand that money, power, status and possessions mean little without true passion for their job and, when recruiting seek people who feel the same way. In the End In conjunction with the above, intelligence, vision, confidence, knowledge and persuasiveness are additional qualities employers seek out. While hiring mangers, HR representatives and recruiters don’t need 100% of these traits present when staffing, the closer you are to 99%, the better your odds become at receiving a job offer.