4 Traits Of A Quality New Hire And How To Create One

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The job market is packed with job seeking hopefuls, and companies are placing an emphasis on higher goals to attract the best talent and keep them. Thirty-nine percent of 4,000 talent leaders surveyed in LinkedIn’s 2016 Global Recruiting Trends report agree quality of hire is the most valuable metric for tracking performance.

A high quality hire is defined as a new employee who receives positive reviews, and plans to stay onboard and grow with the company. Career coaches are striving to deliver these high quality candidates to employers.

Here are four traits of high quality hires and how to create them:

1. Open to feedback

Unfortunately, most of us can’t walk into a new position knowing everything we need to be successful. This is why asking, accepting, and applying feedback is crucial to creating a quality new hire. Let your candidates know receiving feedback is a tool they can use to grow, and isn’t a sign they’re doing poorly.

Encourage candidates to also request feedback from the leaders at their company. Some look at asking questions as a sign of weakness, but reassure them leaders will see it as a sign they care about excelling in this role. Implementing this feedback into their daily schedules will show employers they’re serious about doing well in their new position.

2. Never stop learning

Companies are increasing engagement strategies, such as educational options, to help retention rates, productivity, and employee growth. However, these opportunities are ineffective if employees aren’t willing to better themselves. New hires need to be proactive about the learning experience to increase the probability of receiving a positive evaluation.

To show organizations they’re a quality hire, candidates should be proactive about educational growth opportunities. Emphasize the importance of taking courses, classes, and receiving certifications related to their field on their own accord. Adding what they’ve learned to daily tasks will prove to management they have a deep interest in flourishing with the company.

3. Desire to grow with the company

The hiring process is expensive, so it’s no surprise that companies are looking for quality new hires who want to stay and grow with the company. CIPD’s 2015 Resourcing and Talent Planning survey of 520 organizations found more than three-quarters of organizations had challenges retaining staff. Knowing employees — especially new hires –will stay for the long haul is key to the success for both the company and your candidates.

Let your candidates know the benefits of staying with a company and, as a new hire, how to show interest in moving up the ladder. Give specific tips, like asking for feedback and implementing what they’ve learned in daily duties to show the company’s future is significant to them as well.  

4. Speak up to leaders

Many employees are intimidated to speak openly and honestly to company leaders. As a career coach, you know this honesty is actually what employers look for from quality new hires. When employees’ answers create possibility for improvement, management recognizes dedication to the future of the company.

One of the most awkward questions a new hire can be asked is: “What do you least like about the company or your current role?” Explain to candidates that these questions are meant to engage and help the company gauge how well their goals, and culture are working for employees.

Candidates should answer tricky questions like this in an honest and professional manner. For example, if the training methods within the company aren’t matching your learning style, let management know how you learn, and what can be done to enhance training opportunities for other new hires.

What do you tell your candidates to help them reach quality new hire status? Let us know your tips!

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Val Matta
Val Matta
Val Matta, Managing Director of CareerShift, co-founded the company in 2005 to help individuals bridge the gap between education and employment.  As a recognized expert in the field, Val is a frequent speaker on career management, networking, and job hunting strategies.  You can connect with her and the CareerShift team on FacebookLinkedIn, and Twitter.