Candidate Characteristics: What Makes a Good Candidate vs. a Bad Candidate?

Ahh, yes another recruiting blog for your enjoyment. Today, we’re ending the week on a good note whilst talking about what makes a candidate great...and, what makes a candidate not so great. The hiring process is tough - it’s something that takes a lot of time, energy, and definitely patience. But, if you can eliminate those bad candidates right away and not have to waste any of that hard earned time, energy, and patience, then you can get to those awesome candidates and make that hire! Check it out.

Good Candidates

Yes, we realize a “good” candidate is something totally subjective - we can’t possibly write the perfect candidate that everyone’s going to like, if we did… we probably wouldn’t be blogging right now! Anyways, good candidates can be hard to come by and while every resume has its own criteria of who makes that great candidate, we think it’s safe to say that there are at least 5 characteristics that make a candidate “good.”

1. They Have Relevant Experience- Okay, so this first one is a given - no matter the position, we can all agree that a good candidate is at least qualified right? When you look back on their work history, do they have relevant work experience? Are they somewhat qualified to perform the duties of the position? There’s nothing worse than sitting down for an interview with a potential hire and they have absolutely zero relevant work experience for the open position.

2. They Have a General Understanding of Your Company and the Position- Another great quality of a “good candidate” is their ability to understand what you do, who you are, and what their position would be should they get hired. We’re not saying they should have every detail memorized, but basic information should be expected.

3. They are Honest- Duh, an honest candidate goes a long way. If they’re able to level with you and speak honestly on important matters in a professional way, what’s not to love? It’s pretty easy to sniff out a candidate who has lied or fudged their information on their resume, application, or cover letter. So, take note of the honest ones...They’re few and far between.

4. They are Communicative- While researching for this blog a bit, so many sources listed communicative candidates as great potential. Just look what Inc had to say on the subject: Good communication is critical to the success of any organization and the people within it. Through their speaking and writing, great communicators have the ability to positively impact any organization, and they are sought out by the companies that hire them.”

5. They are Motivated- Motivation is so crucial to the workings of a fantastic candidate. Whether they check all of your boxes..some of your boxes...or, frankly, none of your boxes, you must appreciate a motivated candidate! Someone who is roaring and ready to go, is eager to learn, and loves your process is always a plus. So, see what motivates those candidates of yours and if they’re lacking in a few areas but seem super motivated...maybe give them a chance… You never know how those motivated employees will surprise you.

Bad Candidates

The bad candidates are almost easier to describe as bad behavior is a bit more general and agreed upon across the board. While everyone has their opinions on these candidates too - it’s worth taking a look to see if your candidates have these qualities.

1. They Speak Poorly of their Past Employers- This is a major red flag. If asked, it’s okay to speak briefly about a negative experience at your past employer, but to waste your entire interview speaking poorly of them? That’s not going to go over well...That only reflects poorly on you. Nathan Lewis one of our Senior Recruiters has this to say on the subject: "Don’t bad-mouth your recent employer. You might think it’s helping you, but you may be perceived as scapegoating your former employer to cover your own shortcomings." Short, sweet, and so, so true. Be careful how you speak!

2. They are Unprofessional- Okay, this is a “duh” point. But seriously, don’t overlook those unprofessional tendencies. Were they dressed appropriately? Did they speak professionally? How did they carry themselves? Did they use profanity? Were they disrespectful? The questions go on and on. But, you have to take note of those. Don’t ignore them and hire those unprofessional candidates because chances are...that’s going to continue into the workplace.

3. They are Late- This goes hand in hand with being unprofessional - if a candidate is late...first find out why… If they don’t have a solid excuse or didn’t at least let you know in advance...it’s going to continue. Yes, life happens and things come up, but what’s to say this is a habit of theirs? Localwise says: “If the job candidate can’t be punctual for the interview, how can you expect the candidate to arrive to work on time? If the job candidate shows up late for the interview, ask why to see if there is a reasonable story.” So true..Be leery of late candidates..Seriously.

4. They are Unprepared- This is another big issue - They’re unprepared. Yes, a question might throw them off and their interview may not be perfect - but do they know what you do? Do they know anything about the company? What about the position? Did they bring proper documentation as asked, if asked?

5. They are Under Qualified- This is another given but don’t hire the under qualified (take this with a grain of salt, please) especially if it’s a high-level position. Being under qualified is fine...for an entry-level position. But a Senior VP of Sales?...Definitely needs to be qualified if you ask us!

Let us know what types of candidates you’ve encountered. Have you seen great candidates? Poor candidates? Candidates that maybe weren’t what you wanted but hired anyway? Let us know.