If an industry professional or colleague asked you this question chances are you could ask 50 people and get 50 different answers:
What stands out to you about the best/top talent you have ever hired and why?
That’s because a key quality, attribute or skill for one recruiter, human resource professional or small business owner may be completely different to another person. For some it’s education, knowledge of a certain technology, personality and business acumen, or a never-day-die attitude that drives sales and leads teams to success.
For Adam McWethy, Human Resources Manager of Spear Education, a Scottsdale, Arizona-based innovative dental education company, he has three attributes that stand out to him:
- They have built something from nothing
“In every case they have been able to build or create something in their career when there were very little resources or support to do so,” says McWethy. “These are the people who do not need resources to succeed they just find a way.”
It may not be perfect, but in the end it gets the job done and isn’t this what every business needs? The will to succeed and the imagination to find a way to make it happen, says McWethy.
- They have had at least one setback
These experiences generally breed resilience and some humility, says McWethy.
“No matter what business you are in there will always be adversity,” he says. “Finding those people who have been there and will not panic generally makes for better leaders.”
- They have a sense of humor
“I know this seems a little out of place and I am sure there are a lot of successful people who seem to never have any fun at all, but those people who can lighten a stressful situation always seem to have the teams that deliver at higher level,” says McWethy. “This is not to say that I go out looking to hire someone who is never serious, but what I have noticed is that great contributors I have had the pleasure of working with find a way to make it fun.” - Clear desire to work for company and grow in role
For Tim Mayer, Senior Talent Acquisition Specialist with Mortenson Construction, there is a great deal of diversity in the types of positions he’s hiring for. Among them are those who work in construction, IT, marketing, finance and HR, among other roles. What he likes to see is a clear and concise articulation of why they are interested in the company and role. Do they understand what your company does or are they just “hoping” to land a job and not a career?
“Show some understanding of our business,” says Mayer.
- Show their value
In this regard, Mayer wants them to show they can add value – not in just in terms of their job, but also, do they align with the corporate values and culture? A company could hire the best marketing executive, or top sales person, or most knowledgeable IT leader, but if they can’t mesh with teams, don’t believe in company values and don’t fit within the teams they work with, there isn’t value. A total package is hard to find, but it’s out there – and that’s why those are the best.
Mark Babbitt, CEO and Founder of YouTern, a web site and community that enables young talent to become highly employable by connecting them to high-impact internships and mentors, and co-author of A World Gone Social (AMACOM), a book that provides the tools you need to build a socially enabled team that puts the customer experience first, offers some additional tips and insights to the key traits of top employees:
- Coachable
“Coachability – the desire to implement suggestions, accept feedback with an open mind, and deliberately seek out mentors – is the one trait I look for in top talent more than any other,” says Babbitt. “Show me someone who is coachable; I’ll show you someone with a hearty work ethic, a sincere desire to succeed and a consistent over-achiever.” - Desire to self-learn
While other talent might say “That isn’t my area of expertise,” a self-learner looks at challenge and thinks: “Where can I go to learn more about that? What can I do to be just enough of an expert to solve this problem or take advantage of this opportunity?” - Equally adept as a leader and follower
In our collaborative world, talent equally comfortable with leading a team toward accomplishment of a common goal and also knowing when to serve as an “all-in” follower is highly sought after. - Relentless giver
A relentless giver consistently shares their knowledge, promotes the work and ideas of others and thinks of the team before themselves. So important in today’s marketplaces, the relentless giver is also typically a champion networker and well-respected, go-to colleague. - Entrepreneurial Spirit
When a candidate clearly understands the big picture and demonstrate a “CEO” mindset, they are far more likely to be solutions-oriented, think long-term and act in the best interest of the organization, even when they have met basic requirements or have put in their expected hours for the day.
How do you find these top employees? In interviews, they are the one’s providing specific examples exhibiting the traits they value at Mortenson, says Mayer. They also “ask well thought out and appropriate questions,” says Mayer. They are found through recruiting the right channels and developing a talent pipeline or a reputation as a place top candidates want to work. They are the top employees every company wants. They have the traits of today’s top employees. Every employer has different wants and needs.
What are the key traits of your top hires and why?
