What Qualities To Hire On

March 31st, 2011 by admin

Employees are vital to any business.

If the wrong employee is hired it can cost the company money in lost revenue. Below are examples from multiple businesses in what they look for in hiring someone.

Blog Posting originally found at http://www.toiletpaperentrepreneur.com/human-resources/what-qualities-to-hire-on

1. Hire The One With Your Best Interest At Heart

I’m willing to spend extra time training someone that has my company’s best interest at heart. It doesn’t matter how generous you are with pay if your employee can’t stand to be there, or doesn’t get why the company means something to you. They should be committed to their own growth as well as yours, and really see their contributions as influential on your company. Those that ‘get that’ are in a better spot to help me expand.


2. No Passion, No Love

In my line of work, every day is different from the previous. One of the best qualities I look for in a new public relations specialist is passion. Not only should the candidate have and show passion for the business, but also for our client’s industries and the goals of my company. No passion? No love from us. Next candidate, please!

Thanks to Jenna Oltersdorf of Snackbox


It is pretty tough to replicate the passion an entrepreneur has for his or her business but if you can see even a tiny glimpse of passion in the eyes of a potential employee, I say, go for it! Ideally, it is someone who has compassion for your business and a vested interest, so when you ask them to work long hours, they will understand because they want the business to succeed as much as you do.

Thanks to Christy Cook of Teach My

4. So Many Fish In The Sea….

In order to hire the perfect fit for a position, you must first define exactly what the role of the person you are hiring will be and what characteristics you would like them to have. If it is for sales, they must be outgoing or for a graphic design position, creativity is a must. In general, I would say the four most important characteristics for hiring anyone would be: dedicated, motivated, hard working and honest.

Thanks to Becky Feinberg of Corporate Textiles

5. Hiring An Employee

Enthusiasm as long as they have the skill set needed. When someone is enthusiastic about what you do, sell or provide, they can make up for a lot that isn’t there educationally. However, they must have the skills for the job, although job requirements change frequently. That’s why attitude and enthusiasm are important.

Thanks to Gayle Carson of Carson Research Center

6. Forget Skills – Hire Character

Good advice I was given years ago:
Don’t hire for skills. Those can be learned after the employee starts. Instead, hire for character or personality – the things that don’t change. So, what is most important in the open position? Honesty? Curiosity? Ability to get along with a diverse team? Hire for that quality and you will be happy with your new employee.

Thanks to Peg Kelley of Facilitation Plus

7. Communication Is Key!

The way in which applicants present themselves through their initial communications is a clear indication of how they will interact with other employees and your customers. Applicants that can clearly communicate their abilities while conveying courtesy, respect and interest in your company are definitely the cream of the crop. Information to be alert to: Does the applicant speak clearly and with confidence? Is precise information shared or does the applicant wander off on other topics? What do the facial expression and body language communicate to you about the applicant? Is there follow-up?

Thanks to Dale Little of Business Strategist, Dale Little

8. How Difficult We Make Hiring, Why?

The most obvious reason for bad hiring decisions is usually the person in charge. Simply put most people are unwilling to spend the necessary time to write a good job description or posting to attract the right people. Further they do not spend the right amount of time once they recieve responses. If you do not have the right people doing it then hire an outsider to help. We know what we want in a new employee, you just need to make an investment in your time to do it.

Thanks to Alan Ginsberg of The Entrepreneur\’s Source


I really think self motivation is a great quality…after all most employees want to feel somewhat independent, and if the don’t have to be “babysat” or “watched”…they can just come up with ideas and ways of accomplishing tasks and issues without fear the employer is going to find fault, or thinking they would be wasting time when left alone.

Personally I like to let employees know what they are doing right…not what they are doing wrong…

That would motivate me…

Thanks to LeeAnn Hopkins of Just Hair

10. Hire For Attitude And Train For Skills

I have no doubt about the most important quality when hiring. I’ve hired many and definitely, hire first for a positive and wanting-to-learn attitude. I have a saying: you can train people, but you cannot train for attitude!

Thanks to Andrea Gold of Gold Stars Speakers Bureau

11. Leadership

As a small business, every employee (for the most part) ends up wearing many hats. If a candidate stands out as someone with strong leadership skills, they definitely receive brownie points on my end. To test this, we conduct a portion of the interview process with a group of candidates and make them do a little 15 minute group exercise – its easy to see who steps up to be the leader and who sits back and follows along.

Thanks to Lori Highby of Keystone Click

12. No Complaints, No Excuses

Listen for responsible language. If you hear any form of complaints, excuses, resentment or blame, simply say, “next” and move on to the next interview.

Thanks to Marlene Chism of Stop Workplace Drama

13. Hiring Based On Ability To Innovate And Be Different Than YOU

I am currently in a new career and as soon as I get to hire someone, I would look for someone with very different skills than I have. For instance, to my visionary traits, I need someone with the ability to operationalize and outline minute details of our strategy.

As a academic, I would also look for a non-academic, someone quite versed in the business world.

I think supervisors can feel threatened by people with different strengths. But, they are to be embraced.

Thanks to Rachel Permuth-Levine

14. Commitment

I want commitment from employees. I need people that I can depend on because my clients depend on me. When one person is less committed than others it has an avalanche affect on the whole team. It is not good when the rest of the team has to make up for what the less committed person is lacking.

Being committed and dependable goes a long way in my book.

Thanks to Theresa Gould of RobnT Business Solutions

15. Is The Candidate Trainable?

An employee can have several educational degrees, but can not learn business techniques or strategies. When a person is trainable they have the skills to learn new techniques, skills, technology, and procedures easier without complaint. They can grow with your company. Your investment in this type of employee will save you money and allow you the opportunity to make changes when necessary for growth. A Trainable employee is usually a loyal employee.They feel significant

Thanks to Cindy Watts of Outta The Box Marketing

16. Confidence Is Key

Anyone can falsify facts on a resume and most can “fake” competency during a 30 minute meeting. However, confidence is harder to pull off during an interview and “real” confidence is something one can “feel” rather than see or hear.

I rather hire a confident person that has “average skills” than a person with “super-skills” but lacks confidence.

Like I always say, “Command Your Space!”

Thanks to H. Luiz Martinez of H. Luiz Presents…

17. It’s All In The Attitude……………..

I believe a can-do positive attitude sets the stage for success.
Everything else can be taught. A willingness to work hard and succeed comes from within. Learning a particular industry or skill can be taught with the right attitude.

Thanks to Catherine Palmiere of Adam Personnel, Inc

18. If You Can’t Make An Eagle Out Of A Chicken

When searching for an employee, look first for personality because you can’t train willingness, perserverance, upbeat attitude, and pleasant demeanor. You can train someone on new software, but if they have a chip on their shoulder, chances are good they’ll never let go of that chip. Getting the right personality fit is key — especially if you interact with that employee frequently. If you want to hire an eagle, skip the chickens who just want to cluck around.

Thanks to Kathryn Weber of K Weber Communications LLC

19. Entrepreneurs In The Workplace

The single most important quality I look for is their ability to take ownership of their job. By that I mean that an employee sees their job and it’s responsibilities like it is their own
business and that they must succeed at it. They see their job duties as the goals of the business and that doing them successfully results in their business being successful. It’s the ability to be an entrepreneur in whatever job you do.

Thanks to Doug Johnson of G. R. Johnson & Son Consulting, L. L. C.

20. It’s All In The FIT!

You can hire for what an employee CAN DO, you can hire for what an employee WILL DO, but the most important quality is to hire for FIT! Will they fit into the culture of the organization and the department they’ll be working in. For global companies, will they fit into the the culture of the country they’ll be working in. You can spend upwards of $250,000+ hiring a new employee and if you don’t hire for “fit” you may as well kiss your dollars goodbye!

Thanks to Marya Grier of Performance Connect

21. Can’t Buy Attitude

Interview for fit with company, passion and attitude. There may be required skills that you can measure or quantify, but attitude is a MUST, and a deal breaker. Wrong energy and it can really hurt the whole team, right energy and the whole team can be lifted.

Thanks to Angela Larson of Fierce Fun Toys, LLC

22. Skills, Fit, Advancement, Drive & Commitment

Skills, having most of the skills required for the position and the ability to learn others quickly. Fit, diversity is good but there needs to be some sort of fit within the current staff and organization. Drive, are they motivated to succeed at this position? Advancement, is there room for either advancement or opportunities to expand on their current skills? Commitment, hiring and firing is exhausting. What is their long term commitment to the position?

Thanks to Shannon Myers of Walton Search

23. Goal Achievers = High Performance With +Attitudes

Individuals who consistently set and achieve their personal goals have greater clarity specific to what they want, where they are going and how they are going to do it. Goal achievement behaviors also suggest these individuals have positive attitudes, resiliency, commitment, self awareness, self direction and results orientation. All of these talents are required when seeking high performing employees.

Thanks to Leanne Hoagland-Smith of ADVANCED SYSTEMS

24. Ability To Communicate Openly And Honestly

I would say open, honest communication.If a person is truly honest when they communicate they will:

* Communicate openly and honestly to the person they are concerned with instead of gossiping.

* Let their supervisor know if they are having an issue with an assignment

* Communicate their needs instead of saying what they think someone wants them to say

* Create opportunities for others to clarify communication in an effort to understand others

Thanks to Beth Sears of Workplace Communication, Inc.

25. Commitment

Employees who are committed to excellence, committed to learning, committed to Self improvement and to improving the company, are the best kind. An employee whose commitment to improvement and excellence supersedes his or her attachment to being “right” is one who is a valuable asset. In addition, employees who combine imagination (coming up with new ideas) with the will power to act on them, are great. They are innovative and helpful, productive and thoughtful.

Thanks to Laurel Clark of School Of Metaphysics

26. Hire To A Standard Of Excellence

I often see people make the mistake of hiring the tallest pygmy for their basketball team. They interview candidates and compare them to one another to make a choice. Unfortunately you might hire the tallest of those you’ve interviewed and find out the standard was much taller. Set the standard of excellence first. Get clear on what you need in the role, then compare to that standard. You don’t want the best of what you’ve interviewed. You want the best!

Thanks to Holly Green of The Human Factor, Inc.

27. Hire People With Pride, Passion And Proven Performance

Take your time. Hire slowly and have at least 3 of your people conduct 3 separate interviews of the candidate. Get beyond resume facts and into the candidate’s heart. Discover if the candidate possesses the 3 “P” qualities: that they take PRIDE in themselves and their work; that they are PASSIONATE about their work and contributions and have a real fire in their belly; and that they have PROVEN PERFORMANCE, a track record of success they can demonstrate and repeat.

Thanks to Daniel Murphy of Growth Coach Franchise System

28. It’s About Who They Are – Not What They’ve Done.

Attitude, enthusiasm, personality!

When I recruit sales people for clients I provide a voice mailbox for responders. The greeting asks for their contact info and a 30-40 second pitch about why they applied for the job.

I only look at the resumes of those that pass muster.

You can wordsmith your experience to paint what you think is the desired image. You cannot fake your personality, enthusiasm and attitude on an impromptu phone message.

Thanks to Rick Schwartz of Sales Addiction

29. Its In His K.I.S.S.

When I hire someone to help me (very rarely do), I take a look at the person’s resume. I look at the person’s skills. If I need someone in my office, I evaluate the person based on two things: skills and personality. I think that if the person and I can mess together, we’ll work out well together. On the other hand, if I just deal with the person through email, all I care about is the person’s skills. Can the person do the job. I keep my approach simple.

Thanks to Harry Husted of Creating Words

30. Honestly, If You’re Not Honest…

…then don’t even apply. Integrity must be at the top of the list! Too many people in business today make promises that they do not keep. If you make an appointment – keep it! If you say you’re going to call, call! If you tell me to call you – be there to accept my call! If you’re not interested, just say it – it’s just business, nothing personal. Professional etiquette goes a long way.

Thanks to Reba Charleston of Compass Personal Development Network

31. One Make Or Break Word…

…LOYALTY! It’s one of the biggest qualities lacking today, but with it, can make a prominent and profitable difference in your business. Yes, definitely challenging in a creative industry, where being disloyal is nearly promoted. In some markets, stealing contacts and concepts, plus politics over pride flourish, making it difficult to find someone genuine beyond month one. I say,if you find someone loyal,give them what they want,and don’t let go! Quality over quantity-

Thanks to Asha Spacek of UR SuperModels

32. What Is The One Most Important Quality To Hire An Employee For?

The most important quality I look for when hiring as an entrepreneur, is a healthy, positive sense of work ethic. People have lost the passion and pride in what they do; which translates into the public accepting sub-par customer service. When you hire someone who possess pride and a great work ethic, that is a direct reflection of my brand and company.

Thanks to Jennifer Chiongbian of Rutenberg Realty

33. It’s In Their Eyes

Look into someone’s eyes. Eyes speak qualities you need in any relationship: trust; firmness; intellect; kindness; compassion; the qualities you’d want in any team member.

Eyes that are hard, shift away, or look scared communicate more than any resume.

Of course you need to check the resume. Ask questions. Get to know them. Listen to a fair assessment from other team members. Check your gut as to how you felt when your eyes met one another. Trust is the eyes.

Thanks to Pamela Hawley of UniversalGiving

34. The Ability To Adapt And Learn Is Quality No. 1

I discussed this query with a coworker, John Hannon, and he noted that the No. 1 quality to seek out in an employee is the ability to adapt and learn. We live in a world where technology is changing rapidly, and if an employee can’t or is unwilling to change and learn, they won’t get very far and will only hold the company back. If a person can absorb information and new techniques like a sponge, they are worth their weight in gold — or paychecks!

Thanks to Mark McLaughlin of MANCOMM

35. Take Initiative Or Get Left At The Gate

The greatest quality in any new hire is their ability to take initiative; that is targeted, specific, logical action.

When I request something that a new hire is unfamiliar with, I want them to take the initiative to google or research rather than waste time wondering.

When a question comes up that they know requires research, go do it then present the issue and answer they’ve found. Saving me time, saves me money.

When they have a resource to save the day, say it!

Thanks to Melissa Galt of Today By Design

36. Don’t Care What They Know

I never, ever hire a employee based on what they know. I always hire based on how well I think they can learn. While I do look at how long they stuck around at past jobs, I’m more impressed during the interview if they showed the ability to teach themselves new skills while they were there.

Thanks to Tim Priebe of T&S Web Design

37. Curiosity May Have Killed The Cat – Here It Gets You Promoted!

Being in the online world, staying one step ahead is imperative to gaining market share and building our brand. We also thrive on innovation and forward thinking. I look for individuals who have shown curiosity and initiative in previous projects. I want someone who’s got the guts to “poke the box” and try something new while embracing failure as a learning point and who’s not afraid to try and try again until we have a winner.

Thanks to Valerie Reddemann of Greenfeet.com

38. Hire For Attitude

Hire for the right attitude. Train later. Of course, for some jobs, you might prefer somebody with experience. But really, a good attitude is more important than anything else.

Thanks to Kundan Chhabra of Why Are You So Lovable?

39. Complimentary Skills!

Hiring an employee, especially your first, is a big step and you want to make sure you hire the person who brings the most to your organization. If you are a dynamic sales or marketing person, it probably makes more sense to hire someone with solid organizational, managerial or financial skills. Likewise, if you are financially sound but maybe not the most comfortable salesman, look for someone who is. Seeking these people out makes your company more well-rounded.

Thanks to Tony Adams of Cash For Cars DFW

40. Lifelong Learners Are The Best Earners

When I interview to hire someone, I’m not looking at the resume and interactions for specific skills as much as I am looking for a *posture* of lifelong learning.

Are they teachable? Are they willing to take risks? Are they ok with failing forward? Are they able to raise their hand when they need some help?

These are the traits you want to hire as you grow and move your business into new territories.

Thanks to Kenny Jahng of Social Media Consultant And Coach

41. Great Customer Service

The number thing that I look for when hiring an employee is great people skills. The person who deals directly with our clients has to be a people person, loves people knows how to interact with people and likes dealing with the public.

Thanks to Eula M. Young, COO of Griot’s Roll Film Production & Services Inc.

42. Fill In The Gaps

Not many entrepreneurs realize that what they really need is someone who has the strengths they don’t have. If you want to build a strong team you need to hire people who bring qualifications that are lacking in other team members. You don’t need friends – you need accountability in all aspects of the business. So, look for people who can complement you.

Thanks to Vicki Donlan of VickiDonlan

43. Surround Yourself With People You “Effing” Need

After reading TPE, I made one of my Imputable Laws, “Surround Yourself with People You Effing Need.”

This relates to hiring as much as anything else. If you hire someone who has unique talents that you need and the a personality you look forward to working with – you’re hiring the right person.

But, if you’re hiring to get out of doing some task, to please someone else or because you’ve got the money – you don’t need that person and you won’t be happy with your hire.

Thanks to Rachel Honoway of Honoway Interactive, LLC

44. Don’t Bring Me The Problem, Bring Me The Solution!

I think the number one thing to hire for is problem solving skills. Because if you hire someone who can think on their feet, come up with creative ways to solve problems, they won’t have to come to you with them – you’ll have an innovator that can help drive business.

Thanks to Teajai Stradley of Ideas That Work

45. Not CAN They Do It, But WILL They Do It?

We usually hire people for their skills and behaviors and then fire them for their behaviors. The key to a successful hire is to identify not just what the person will be doing but how you want them to do it. Do you want them to demonstrate behaviors like teamwork, initiative, customer focus, etc.? If so, ask questions to get examples and assess whether or not they have exhibited those qualities in the past. That will increase the chances that they will display them now.

Thanks to Judy Knight of Thumbprint Coaching, Inc.

46. Attitude, Not Altitude!

You should hire based upon their attitude. Good people find a way to use their skills in a positive way, and build on the skills they don’t have. Good people care about helping other people and providing value. People who only care about how high they are on the proverbial ladder only care about that…status. The climb should be a journey, not a burden!

Thanks to Bryan Wachs of Dyomo.com

47. Best Quality To Look For When Hiring An Employee

I’m an Onomalogist and I consult corporations, universities, private offices; any one from small businesses to Fortune 100 companies on which candidate is the best to hire. The debate is always – Is the best candidate the smartest in their graduating class? The best looking? The person with the best references? Most charming? Most experience? Inevitably the employer says they want someone who’ll be a team player – then I point out the importance of being a trailblazer – after all they’re the ones with the new ideas that will set their company apart from the competition. But the employer inevitably argues; “an employee with a maverick mentality is slow to compromise and difficult to manage.” So what’s the solution? Simple – I take a little bit of all the personality traits that are indicative of the perfect employee and find the candidate whose name most reflects the traits of creativity, ambition and smarts – names like Sean, Stephanie, Mike, Alex or Quintina. if their middle or last names indicates they’re capable of being a “team player” like a Nick, Nathan, Hunter, Morgan or Esther all the better! I’ve never had a disgruntled employer – selecting the perfect candidate for the specific company is all in selecting the candidate with the best name.

Thanks to Kerrie Hopkins of Namezook.com

48. Attitude. It Will Make Or Break You.

Attitude. Positive attitude is the one attribute that every candidate must have. Everything else from technical training to years of experience comes second. I can train a monkey to press the right buttons on a keyboard but I can’t train a monkey to have a welcoming and positive attitude my customers have come to expect and demand. Also, a person with a constant “can do” attitude will find a way to get through difficult situations rather than give up easily.

Thanks to Bruce Claver of Hospitality Consultants

49. Adherence To Moral And Ethical Principles; Soundness Of Character; Honesty… Yes, Just ONE QUALI


Sources from Wikipedia to 1913 Webster cite 3 uses consistently. In hiring, I look for the one they define thus:

-Sound moral principle; uprightness, honesty, sincerity

-Adherence to a code of moral or artistic values: incorruptibility

-Consistency of actions, values, methods, measures, principles, expectations and outcome

Great reading about INTEGRITY:



Thanks to Jan Blue of BlueJays Landing

50. The Ability To Learn

A great employee needs to be able to roll with the punches and pick up new skills along the way – so being able to learn new skills and research information quickly is far more important than any specific technical skill (except, maybe, the requisite medical certifications!).

Thanks to Maria Walters of Written To Be Read

51. Qualities To Look For In An Employee

One of my favourite business inspirations said that in order to have a successful business, one must learn to hire someone who is more talented than yourself; it’s so true. When picking an employee look for qualities that indicate that they are exceptional at nearly everything they do. For instance, do they have a track record of being a high achiever in education or career? Choose candidates that can prove that they are dedicated, trustworthy and self-motivated.

Thanks to Victoria Olubi of My Curls

52. A Willing Spirit

To me, the most important quality in a potential employee is “teachable”. Having basic skills in whatever the position I would hire for is important, but I am not a stickler for the “perfect, have-it-all” candidate. I look for someone who is willing to learn, open to trying a new skill(s), and taking on new responsibilities. I trained and mentored administrative staff, and the ones who were hungry to learn saw a rise in success and self-confidence.

Thanks to Donina Ifurung of On High Heels

53. Attitude, Attitude, Attitude

A positive open upbeat attitude is the key for me. Someone may not have all the skills that I want, but with the right attitude I can train them to be effective. I’ve hired people with top skills with lousy attitudes, and they made my life miserable. Of course with certain jobs such as IT, medical, and law, skill set would be paramount.
A person with a positive open upbeat attitude, is willing to learn, takes coaching well, and is a pleasure to work with.

Thanks to Ronald Kaufman of Ronald Kaufman Consultancy

54. Integrity

A company can train and/or work around a weak skill set, limited creativity and even, if necessary, lack of self motivation. An employee without integrity, however, can destroy the company from the inside out. Whether through stealing or bad mouthing the organization, the opportunities to cause damage are limitless. The ethos of the company and, I would argue, the success of a company, comes down to the honesty and integrity of the people who work there.

Thanks to Lynne McNamee of Always Visible Signs, LLC

55. I’ll Bend Over Backwards To Hire A Flexible Employee

In the fast-paced world of PR, I value employees who have diverse skill sets.If they are great writers and tech savvy,I want them!The ideal employee would be a creative communicator,out-of-the box thinker and social media expert — all in one package.

Thanks to Iris Salsman of I. Salsman PR

56. Attitude Is Everything

Technical and practical skills can be taught; attitude cannot be. For this reason, it is better to hire someone whom you can train, who has a great attitude rather than someone who has all the skills but comes off as cynical, critical or negative. People who are generally cheerful and optimistic are a good influence at the office. They help to create and sustain a harmonious work environment. Take heed – a happy workplace is a productive one.

Thanks to Kita Szpak of KS Communications

57. Favor Integrity

Hiring people of high integrity is getting harder to do. Such a person can become a magnet for other people of integrity, allowing your organization to lead its industry. People of integrity will tell you what you need to hear . . . rather than what sounds good. You avoid a lot of mistakes that way. They also wow customers. Suppliers naturally gravitate to them. Ask for examples of dealing with ethical dilemmas. Check out the stories. Hire those who did the right things.

Thanks to Donald Mitchell of The 400 Year Project

58. A Strong Sense Of Ownership Separates The Wheat From Chaff

While it is easy to fall in love with experience and technical skills, these can be acquired through on the job training. It is more critical to go for traits that reflect a person’s character. I have found a strong sense of ownership to be a core quality that falls into this category.

While its not the easiest quality to interview for, when you hire for it you get:

- Consistent best efforts
- Solid work ethic
- Work that is never just “good enough”

Thanks to Danny Abney of LoyalNation

59. D-R-I-V-E

I need employees who have the drive to get the work done efficiently and quickly. I don’t want to have to micro manage or take over the task. I like employees who are go-getters and have the enthusiasm to do the work.

Thanks to Jen Watkins of St. George News

60. Two Peas (or Rather P’s)

The most important factors I consider when hiring are largely unlearnable, yet essential: Personality and Passion

Both are crucial to someone’s approach, dedication and drive, and they need to match well the spirit of the company or project I hire the people for.

Thanks to Oana Hogrefe of Oana Hogrefe Photography

61. Hire Better Than Yourself

Having hired and managed employees, as well as previously owned a recruiting firm where we assisted dozens of other companies in securing top talent, I believe the answer to this question is to hire people who are smarter and more qualified than you for the given role, while ensuring that they come from a professional background based on honesty, integrity, and drive. That will be your winning hiring combination!

Thanks to Valerie Pressley of EVLooks, LLC

62. Put The Past In Front Of You

Carefully examine their past work history. In doing so, you will be able to take into consideration a plethora of information. For example, how long do they normally stay at any particular job, if they come to work everyday, if they come to work on time everyday, have they ever been written up, have they ever been suspended, have they ever been fired and for what reason and many other qualities.

Thanks to Kevin Benton of Kevin Benton Ministries

63. Hire For Attitude. Train For Skills.

You can teach someone how to do just about anything.
However, you can’t teach them how to have a good attitude.
That’s something that a prospective employee needs to come to the table with.
They need to be friendly, compassionate, genuine and willing to help and solve problems.
If they show up with those traits, I’m hiring!

Thanks to Randi Busse of Workforce Development Group, Inc.

64. Ability To Execute

Facts in life are that people know how to talk and present themselves, but when it comes to a quality hire, you need to be able to weed out those who can’t live up to the expectation of the standard they’re setting for themselves, so make sure they have actionable plans to help your business grow.

Thanks to Danny Wong of Blank Label

65. Get Up And GO!

Hands down, more than anything else, I look for employees with initiative. Everything else you can teach, train or mandate. Initiative is either there or it isn’t.

Admittedly, it’s difficult to find, keep and replace, but it is out there. Keep looking and when you find it, seize the moment, hang on tightly and SOAR to new heights. You and your business will never be the same!

Thanks to Lauri Flaquer of Saltar Solutions

66. Dedicated Employees Pay Dividends

IMHO too many hiring managers and HR departments waste too much time focusing on candidates’ work history and education. While those are important qualifications for new hires— more effort and attention should be paid to doing due diligence on the personal qualities and “soft skills” of prospective employees.

Sure past stints at brand name companies or an advanced degree from a prestigious university help applicants make the short list.. but when it comes time to choose who’ll join your team- assessing and comparing the personal qualities of individual applicants is crucial for smart organizations who understand the imperative to “hire for fit”

While I’ll let others weigh in on what they consider to be “right qualities”– in my personal experience, the most important single quality I look for in a new hire (at any level) is DEDICATION.
Today’s lean organizations demand extraordinary commitment from employees and as management increasingly expects their teams to achieve more with less– this trend and need is certain to increase. Interviewers should practice an organized process to ferret out how candidates behaved in their past lives— did they demonstrate resilience, willingness to go above and beyond (to put in the necessary time and effort to get the job done right), independent initiative in helping and serving customers, proven record of close collaboration with peers and their managers to rally together for results. I’m not advocating that we all be mindless drones— just come to work with a helpful, can-do attitude and show some pride of ownership.

Dedicated employees pay dividends (every day). Clock watchers and slackers need not apply.

Thanks to Patrick Rafter of Valuecasters

67. Look For The Shining Penny

Most skills are trainable, or the person has the requisite degree, certification or experience. What isn’t trainable is attitude. Look for someone who will put the customer first – be they internal or external customers. Someone with a ‘can do’ attitude. Someone willing to think outside the box. “Yes men” are a dime a dozen. Leave that ‘dime’ on the ground. Find a penny that shines and you will have a winner on your team.

Thanks to Heidi McCarthy of Toughest Customer

68. Iniative All The Way!

I love to work with people who show initiative. I like to give them an unusual problem to solve. I don’t really have a specific answer in mind – I like to see how their mind works and if they come up with something unique. Also if they go above and beyond a basic response.

Thanks to Cindy Morus of Cindy Morus, Online Business Manager

69. Test For Work Ethic

When recruiting, I always ask people, “What was your first job? No, your FIRST job – did you deliver newspapers? Have a lemonade stand? Walk dogs? Shovel snow?” I want to know about the experiences that formed their work ethic.

Thanks to Tara Landes of MRSI Benchmarking

70. Value Added Employees

There are four qualities you should look for when hiring employees: Self-Confidence, Strong Work Ethic, Desire to Expand Knowledge Base and Integrity. These qualities in your employees will maximize the value added in your organization because they are motivated to succeed professionally, and when they win, you win!

Thanks to Marsha King of BuiCatalyst

71. Everyone MUST Have Self-Directed Projects!

Hardly any CVs, especially from junior people, include any form of “portfolio”. The resume I hate the most is the one with language like “was part of a team that made proposals…” I don’t want to know what you “helped” to do (maybe in a very small role)… I want to see work you DID all by yourself. Company doesn’t assign you solo work? Well, if you’re passionate about your profession, you must have done SOME thing on your own – show it! If not, then no way I hire.

Thanks to Aaron Sylvan of Sylvan Social Technology

72. Shiny Shoes

It’s been said that someone that has shiny dress shoes is someone that is very disciplined. So next time you hire someone and look at them head to toe, look at where their toes are a little longer. It may keep you from giving your new employee the boot later.

Thanks to Edwin Soler of Libreria Berea

73. Hire A+

Most of the entrepreneurs do the mistake of hiring people who are less efficient folks than themselves.Instead of hiring an A+ employee which is better than themselves,they hire a B employee.The B employee later looks for C employee and thus the culture follows down to Z.
Make sure the employee you hire,is better than you(in some respects) and has to a minimum has some complementary skills to you.

Thanks to Prashant Misra of WOWTuB Solutions

74. Cultural Fit

If you hire to fit your company’s culture, all other qualities are either inherent or can be learned.

Thanks to Ashok Kamal of Bennu, LLC

75. Watch For The ‘Slashy”

I look for passion when hiring. Far too often, people “do” a job but really want other avenues. The interview process can truly define the future in regards to picking the correct person based on the energy that they send out during an interview. If a person comes across as if they are a “slashy” (ie: I am doing “x” now but would like to do “y” in the future- ex: painter/actor) then the job that they are interviewing for may not what they really want. I hire passion.

Thanks to Brian Collins of Life In Synergy

76. 100% Attitude

Attitude is the most important characteristic to hire on. Everything else can be taught, but a truly great attitude is organic. An employee’s attitude can be a reflection of an owner or a barometer of how others view you and your company. Plus, it very literally adds up. Did you know that if you assign a number to each letter in the word based on its position in the alphabet it would add up to 100? A(1) T(20) T(20) I(9) T(20) U(21) D(4) E(5) = 100

Thanks to Lisa Kupelian of LA Productions

77. Hire Attitude Before Skills.

You have to hire for attitude. Everything else can be trained. You want someone who is conscientious, trustworthy, and potentially energetic and passionate, depending on the role.

Thanks to Roger Elliott of Hypnosis Downloads

78. Caring Is A Rare Quality

Filling a role is a complex task, it takes someone with the right competence, chemistry and character; can they do the job, will they fit into our team, and do they have the same values as us?

With all those boxes ticks then you need to ask yourself what one thing tips the candidate in or out? For me that’s someone who cares, so much so that they act as if it’s their business.

A company full of these kind of people with a stakeholder mentality is a force to be reckoned with. Caring is a rare quality, if you find someone who does then hold on to them tight.

Thanks to Russ Hughes of Sociatech Ltd

79. Hire For IQ..Fire For EQ

I am not directly involved in hiring but I know that successful people not only have the skills to do the job but have the emotional intelligence to stay in the job. Being self-aware, i.e. knowing your strengths and weaknesses, knowing how to manage yourself and others, the ability to communicate effectively and simultaneously support and encourage colleagues growth are all critical attributes of successful employees.

Thanks to Lillian Arleque, Ed.D. of lillianarleque.com

80. Passion Equals Success

The success on my business is determined by the success of my clients. When choosing an employee, the main quality they must possess is passion in all that they do. It is this passion and enthusiasm that gives my client the momentum to create great things and trust my SEO and business brand consulting to convey their passion to their own clients. Where passion goes, success follows.

Thanks to Shannon Steffen of Excira Media | Milwaukee SEO

81. Low Skill High Effort

This is someone that comes in ready, able, and willing to learn all the skills you need them to, and they don’t have any pre conceived notions about how “they used to do this job”, or that they are “too smart” for a task. A great interview question “Tell me about the accomplishments in your life that you are proud of”. They will be modest in their response, but they will tell you about things they accomplished start to finish. They are persistent!

Thanks to Maria Keiser of The Entrepreneur Circle

82. The “Intrapreneurial” Spirit

Entrepreneurial spirit is the top requirement for any position within my company.

An “intrapreneur” is an entrepreneurial minded employee who makes big changes from within the company, who is passionate about marketing him or herself as well as our brand.

This type of employee has a ferocity and determination to accomplish and is a true asset to our business, and to any business that appreciates fresh perspective and expanding opportunity for company growth.

Thanks to Traci Allen of Traci Allen Inc.

83. The Most Important Quality To Hire An Employee For

The most important quality is people skills,and common sense. You cannot teach a person common sense or people skills, yet you can teach them how to fit clothing and run day to day operations. If an employee has the above skills, they can be very valuable to your business. The best thing to do during an interview is play a game with a prospective employee like chess,(sure they will look at you funny). Its the tell all of common sense and teamwork.

Thanks to Alicia Vargo of Pampered Passions Fine Lingerie

84. Smart…at Least, To Start

Above and beyond all else, a smart employee is a good hire. There is no substitute for brains, especially in a market where managers are overwhelmed, deadlines compressed, and problems often seem insurmountable. Over the longer term, that’s not a quality managers necessarily need or prefer. In a large company, it could be loyalty or political savvy. In a small company, other qualities may carry greater weight: for example, versatility, a willingness to jump in and roll up your sleeves, or the ability to juggle competing priorities.

Thanks to Roy Cohen of Career Coach & Author, The Wall Street Professional’s Survival Guide

85. Integrity Is Key

Integrity is key to having a quality employee. How an employee treats my company and my customers is critical to the success of the company. I respect my employees and expect them to respect me as the owner and treat my customers well.

Thanks to Carol Coots of Practical Cost Reduction

86. Check Those References

When I am getting ready to hire a perspective candidate; I check their references. This includes previous employers, family and friends. Ask the questions. What makes them a good employee or friend? What do they not like or could they improve upon? Are they reliable, organized, detail oriented? You can obtain more useful information then anything the actual candidate can provide by checking references.

Thanks to Nicki Donley of Cool Conduct – 100 Ways To Make A Positive Impression

87. Attitute Matters

Very simply, hire for attitude, teach aptitude!

Thanks to Rosanne Dausilio PhD of Human Technologies Global Inc

88. No Mini Me’s

We hire people we like;and the candidate that listens to us go on and on about our business, agreeing with our every word. We want a mini version of ourselves so we can abdicate tasks that we don’t like to perform. We expect that they will perform these tasks the same we would and when it doesn’t happen we are frustrated.

Instead hire based on behaviors/attributes needed for your company’s capacity for growth. Get real-life examples and ascertain learning aptitude.

Thanks to Mary Hladio of Ember Carriers Leadership Group

89. Ask And You Shall Receive

Aside from the skills and education, write a list of personality traits & attitudes that would be important for the specific job you are hiring for & any advanced positions that person may fill in the future.

Consider the overall personality of your company too & your values, mission, & vision. Who will match & embrace these?
Look & listen for interview answers & actions that genuinely fit.

Ask for that ideal person & don’t hire until he/she arrives.

Thanks to Michelle Matro of cashflowcrusade.com/

90. Versatility Is The Key

The most important quality is versatility. Companies are constantly looking to cultivate a more productive workforce, so they are asking their employees to take on numerous responsibilities and roles. Many positions now require a person who can manage multiple functions.

Thanks to Jennifer Kaminsky of Snelling Staffing – The Wyckoff Group

91. Core Values

Every business is different, but every business-person has a set of core values. If an employee doesn’t match those core values, there is no way that they will be productive and you will get along. If you hire for those things first, you’ll often be much happier in the long-run than you would be hiring someone who has the skills you need, but differing values.

Thanks to Jeffrey Cumro of Better Life Chiropractic And Wellness, LLC

92. A Company-Culture Match Made In Heaven!

The most important quality to look for is a company-culture match. Companies need someone who “fits in” well with their business culture. An employee who works well with coworkers boosts team morale. How you interact with your team is just as important as if you can do the job.

Thanks to Kim Masterson of Grass Roots Marketing, Inc.

93. Personality, Passion And Persistence

Skills, at least most of them, can be taught. I’m a firm believer in looking for someone who’s personality is a good fit for your company. They should have a passion for what your company does and what they will be doing as part of your company. I also like to hire people who are persistent. Who don’t take no for an answer, and are not afraid to come to the table with new, and dare I say, radical, ideas. If you can find that in a new hire, you will do just fine!

Thanks to Bonnie Buol Ruszczyk of BBR Marketing

94. Attitude AND Aptitude

It’s a tricky balance, but at the end of the day, for us, a good attitude is just as important as technical expertise. If you have a technical service business, such as internet services, engineering, architectural services, you may have very talented technical people but if they can’t communicate to the customer value and service then you won’t have happy, loyal customers. We hire for BOTH attitude and aptitude and it makes all the difference for our customers.

Thanks to Mike Robinson of Permit Place

95. The Person With A Positive Attitute

It’s all about attitude. If the person have the right positive attitude, then everything else is transferable and trainable… she is hired…

A person with a smile…that’s all I ask for when I hire any person and regardless of the position that they will fill…


Thanks to Adel Majd of 416-SO-CLEAN

96. Find This In Your Prospect And You Have Winner!

Selecting successful people is challenging and different jobs require differing skills. However, if there is one very desirable attribute it is enterprise – that ability to show purposeful effort and boldness. Being a part of the team with purpose and commitment and not easily deterred are the signs of a winner,and can make qualifications pale in significance.

Thanks to Alrick Robinson of The Small Business Survival Guide

97. A Is For Attitude

Someone told me one time, “You should know who you’re hiring as well or better than who you’re firing…and most of us don’t.” Very wise. My advice? Always have your questions structured so you are learning about them and identifying whether they have the traits you want or not. BUT, the number one thing they must have is the right attitude. Without it, you might not want to hire them. If their attitude fits within your customer service levels (or better), then you can teach most everything else…but you cannot teach someone to have a positive attitude!

Thanks to Rob Jager of Hedgehog Consulting, Inc.

98. Quality 2 Hire 4

The single most important quality to hire on is Customer Service Skills. Customers are critical to the success of ALL businesses.
The type of characteristics that one must posses are : A good knowledge of ones self and ones environment; also implementing the golden rule of business-treat people the way u want to be treated.
this philosophy will motivate employees to deliver true and complete customer service satisfaction. this is what the employers need and want.

Thanks to Jamel Asante of Mercury Rise

99. ONE “Must Have” For The New Hire

I choose somebody that PLAYS at the things that I toil over. When their strengths can perfectly complement mine, we become unstoppable. It’s magical!

Thanks to Maren Finzer of Maren Finzer Personal Brand Strategist

100. The Most Important Quality In An Employee

When seeking an employee, the most important character trait you should look for is integrity. The question you need to answer is: “Can I trust this person?”

Thanks to Ronald Brown of RS Brown, Technical Services

101. Show Me You Will Work

I will hire someone based on their work ethic.If you make a true effort to learn and get things done, I always have a spot for you. Being able to prove this in an interview will most likely land you the job.

Thanks to Jeremias De La Cruz of SoCal Entertainment

102. It Worked For Southwest Airlines

It’ll work for you, too. In the words of Southwest’s founder, Herb Kelleher, “Hire for Attitude, Train for Skill.” No matter how impressive the resume or experience, if the applicant has a bad attitude, skills are irrelevant. How do you assess attitude? Much of it is observable. Did the person arrive on time? Had he or she done homework about the company? Did the person look presentable? You can get at attitude, too, by asking applicants to write a short essay.

Thanks to Marlene Caroselli of Center For Professional Development

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How to Get Employees On Board For a Change

August 19th, 2009 by admin

1.       Motivate Your People. Statistics state about 97 percent of people resist change. Change upsets their daily routines and makes them nervous. The first things is to inspire your employees one at a time to buy into your change plan. Be willing to work alongside your front-line supervisors, work with employees in small groups or be available for one-on-one meetings to explain how the change benefits the organization and the individual. Be patient with employees as they adapt to their new circumstances.

2.      Be Specific. Help each employee team member understand his or her new role in the company.

3.      Use Multiple Channels of Communication. Use every communication tool at your disposal including : internal newsletters/memos, e-mail blasts, division meetings and possibly even a blog.

4.      Listen. In order for employees to buy into change, they have to share in it. Invite and listen to team members’ suggestions. Let the employees show you how they feel they can align their jobs to your needs. After all, who knows a job better than the employee doing it? While this isn’t an “everyone gets a vote in the final decision, it is “everyone’s involved” consensus team building.

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August 8th, 2009 by admin

Are you, your employees and managers feeling battered, unsettled and unhappy?
Workers are being asked to do so much more with less time to complete the tasks.  Many employees face the threats of their work hours being reduced, pay cuts, benefit cuts, or even layoffs.  These factors can contribute to employee burnout. How is your company struggling to maintain morale?  Is your company keeping employees motivated during one of the worst motivating times in recent history due to the financial crises across the world?
Despite these workplace distractions, you need your employees will remain productive. Are you keeping your managers focused on growing your business?  How do you keep doing business in such an unusual business climate?
The major key is to recognize the early warning signs of declining motivation and plummeting morale, then respond quickly with practical solutions to help your employees and your business bounce back. Have you thought of ways to succeed at this?
Employee loyalty is at an all time low and even if your workforce is loyal and motivated, how do you sustain it? Any qualified owner or manager will tell you that morale can crash from one month to the next.
How do great companies create strong morale and reap the benefits of breakthrough productivity, high product quality, world-class customer service and low turnover?

Is it primarily driven by market success? No.

 High salaries? No.

A single charismatic leader? No.

There is not a simple shortcut or solution to achieving high morale and avoiding burnout. And usually one person cannot always make it happen by themselves. Companies with fabulous morale do a whole lot of things right from the beginning. There are many simple tasks that can be done to keep your employees more content so that they perform a better outcome at their position. Lean thinking is not about just cutting expenses. What are you doing for your employees or even yourself to stay motivated if you are a one person company?

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