Personality is the catalyst for career performance.

Personality at work has never been more important. More and more recruiters are using personality assessments to evaluate candidates for hiring and job placement.

Although personality represents a small portion of what we’re like at work, it is the catalyst that leads to positive outcomes within an organization in the long run. Afterall, happy employees are motivated employees that drive success to a company.

Understanding a person’s natural specific traits and behaviors at work is essential for two reasons:

  1. First, it can predict how the individual will interact and behave with others in a group or team.
  2. Second, personality data identifies whether the individual fits with the tasks and responsibilities required for the position.

Consider traits such as communication and decision-making — for example. Both crucial performance elements for understanding and predicting work performance at an individual and organizational level.
Let’s take a closer look at the two traits mentioned:

Communication

We all know that communication is very important. And spending 8+ hours a day with coworkers certainly requires great communication skills.

A recurring problem we see in recruitment these days is recruiters heavily relying on resumes to screen candidates. Meanwhile, candidates are attempting to convince recruiters of soft skills they do not actually possess. Some will go out of their way to say that that they are “fantastic communicators” simply because they want the job… uh-oh!

So now what? Recruiters are finding that experience and education do not determine the way employees communicate with each other — but in fact, their personalities.Communication is a fundamental element in coworker relationships. The ability to express and communicate can make or break a team.Therefore knowing and understanding the traits and behaviors that form a candidate’s character is essential for predicting how he or she will interact and behave with others in the long term.

Decision making

Personality plays a huge role in the decision making process. Many of us are aware that there are multiple ways to make decisions. From a logical point of view, a decision should be made based on a high potential of achieving success. Yet this is not always the case, as decisions could be colored by a person’s values and motivations. For example, a daring and adventurous employee, may be quick and even impulsive in making decisions. While on the contrary, an analytical employee may need to contemplate every angle before weighing in on a decision.

Hence, organizations are beginning to recognize the importance of personality when looking for candidates to fill job openings. Different roles require different skill sets and aptitudes, and most certainly different personalities. Not everyone is meant to be in leadership position; not everyone has the grit to be a customer contact; and not everyone has the drive to hit sales quotas.

Research studies show that the relationship between personality traits and job performance, using data from tens of thousands of employees significantly predict job performance (Barrick & Mount, 1991). To add, some jobs more than others are sensitive to the affect personality has on performance. Those jobs include positions in sales, customer service and leadership.

Therefore, paying attention to personality traits and motivation drivers is not only prudent but mandatory when hiring or developing talent. Matching the right personality along with the right skills to each job is as important as evaluating a person’s training and hard skills set off of a resume.

By identifying individuals who have a matched personality profile to a job, sourcing becomes simpler.

Try screening employees within your company and select someone that has the soft skills to get the job done right and can be trained to acquire the hard skills. You may be surprised and discover potential high performance sales professionals that are hiding in your organization; and personality assessment tools will help you identify them!

Curious to find out if your candidates have the right personality traits for the job? Start your free trial today and test your candidate quickly & effectively for free!


Top 3 worldwide recruiting trends in 2017

We recently hosted Silicon Valley Recruiters Association (SVRA) at our San Francisco office. The highlight was the panel of 6 experts who spoke about the top problems recruiters face, the importance of data driven soft skills analysis, and the overall trends they foresee for recruiting in 2017 and beyond. Watch the full replay here.

Today we will be featuring the insights of panelist Sankar Venkatraman who has been the Group Product Marketing Manager at LinkedIn for the last five years.

Venkatraman presented data from LinkedIn’s 2017 Annual Global Recruiting Trends Report in which over 4,000 recruiters spanning 35 countries were interviewed about challenges they face, the trends that will define the future of recruiting, how they spend their budgets and where they would like to invest in the future.

Biggest Challenge Recruiters Face: Competition for Talent

According to LinkedIn, by far the greatest challenge recruiters face is competition for talent. Venkatraman simply described this as “how do I stand out in the workplace?” He talked about how he believes LinkedIn initially created this problem because it made it very easy for people to source and find people. The problem is no longer “how do I find a java engineer” but “how do I make it clear that my company is the best place for this java engineer?” He made an interesting connection between this problem and a future trend of recruiting, soft skills, connecting the dots of problem and potential solution, stating that “Talentoday is in the right space for the upcoming 5 years”. Understanding and valuing a candidate’s soft skills and professional motivators will be more important than ever when placing people in the right jobs.

Top Trends that Define the Future of Recruiting

In addition to the biggest challenges recruiters will face, Venkatraman walked us through the top trends projected by LinkedIn. He focused much of his attention on automation. The data shows that recruiters report limited headcount and budget yet hiring demands are growing. Let’s take a closer look at the top three trends you can expect to see in the next 5 years of recruiting.

Data pulled from the 2017 Annual Global Recruiting Trends Report

1. Diversity of Candidates

Not only does hiring diverse candidates boost innovation and creativity in the workplace, but by focusing on diversity over time, recruiting success is increased. As we mentioned earlier, competition is the greatest challenge we face as recruiters, and research indicates that diversity attracts talent. According to a Glassdoor survey, two-thirds of people value diversity as important when deciding where to work, the numbers increasing up to 89% of minority job seekers.

It is important to implement this now as it takes time to build a diverse workforce; culture doesn’t pop up overnight. Having a diverse set of employees can also help decrease turnover rates. The same Glassdoor survey said the majority of people wish their employers were doing more to foster diversity — don’t let lack of diversity be the reason your talent is walking out the door early.

*We will be doing a follow up blog with more tips and tricks on how to recruit a diverse population as other panelists went into this in detail, stay tuned!

2. Soft Skills Assessment

When talking trends, soft skills assessment paired with automation were the meat and potatoes of Venkatraman’s presentation. He started by stating the obvious — recruiters are busy. Their teams typically aren’t growing while other teams at their companies’ are. What does this mean for recruiting trends? In this conversation, it boiled down to the screening process. Recruiters need less “noise”. According to Venkatraman, it’s not about how many applicants you have but how many quality applicants you have. Data can help reduce the workload of recruiters and narrow down the quantity of resumes to fewer quality candidates.

There are two main ways that data can help with screening. The more obvious being automated screening which we will get to next in our third vtrend, innovative interviewing tools. The second is that automation can offer a more precise soft skills assessment.

Understanding the hard skills of an individual is pretty straight forward. They have the skill, or they do not. But what is more important these days is an individual’s ability to learn. You can teach someone to code in Javascript but you cannot teach them to have a strong work ethic, how to lead or how to be creative. These are innate traits that are formed over the course of a lifetime, traits that would be nice to know about when hiring for your company. The future, as Venkatraman mentioned will rest on assessments that allow you to measure these traits quickly yet thoroughly.

3. Innovative Interviewing Tools

The other piece to the automation process is innovative interviewing tools. As we mentioned, automation is key. Venkatraman stated how it is imperative for efficiency that recruiters are not screening through millions of candidates for a single job. Automation brings speed and also minimizes human bias which may increase diversity (see how these are all related). Utilizing platforms like HireRight to automate background checks or Hireart to preform video screening of candidates are just a few examples of the tools out there to help simplify interview success.

To summarize, large companies will be focusing on big data to help them attract the most diverse and best talent in the future of recruiting. If you would like to watch the interview with Sankar Venkatraman or the full panel of talent speakers, you can watch here. Stay tuned for more blogs on the other panelists.

— Talentoday

Want valuable insights on your top recruits ? Start your free trial today and use predictive analytics and psychology to make smart hiring decisions. And if you like this post, please hit the ❤️ button below or give me a shout on Twitter.


Put more money in your wallet $$

How to Narrow the Qualified Candidate Pool and Increase Millennial Retention Rates

There are two simple ways to increase your commission as a recruiter. One, place more candidates. Two, increase candidate retention rates. While you may have heard these before, what you have not heard are the following secrets to actually put the money in your wallet. So, let’s dig in.

Place more candidates by talking to less of them.

I know what you’re thinking, there is only so much time in the day, so placing more candidates seems impossible with the workload you’re already carrying with your current volume of candidates. The biggest issue with recruiting productivity is that we are talking to far too many candidates on a surface level. A study done by Deloitte on US spending in recruiting stated it takes an average of 52 days to fill an open position, up from 48 days in 2011. The issue we are facing is that hundreds of qualified candidates are applying to several jobs with a few clicks from their laptops at home. On average, each corporate job opening attracts 250 resumes. Of these candidates, four to six will be called for an interview and only one will be offered the job.

The way that candidates automate their job hunt with job databases is matched with a lack of automation on the recruiting side — hence the backup. It’s no surprise that 90% of recruiters say the market is candidate-driven in 2015, up from 54% in the second half of 2011.

It’s easy enough to talk to less candidates, but the fears arise — how do I know if I’m leaving a qualified candidate behind? How do I get a read on candidate soft skills without some sort of interview? Would you believe me if I told you these processes are becoming automated? Companies such as Talentoday, a people analytics solution, provide an automated personality test that is backed by data science and psychology to help you weed through your pile of 250+ candidate applications. They provide you with a job fit percentage that helps you quickly determine which candidates are most compatible with the job you are seeking to fill based on soft skills. Go ahead and re-read that, I did indeed say soft skills!

They do this with their speedy yet effective personality test. It will drastically narrow your candidate pool by comparing candidates against a job profile that you create online. Quality time with fewer qualified candidates means dollar signs on your end.

Finally, something to even the playing field for recruiters in response to the surge of applicants! So what to do with all this extra time… well, you can finally get back to talking to the people who are truly interested and equipped for the position. Another important plus is you now have room to take a extra time to coach your candidates into retention, because nothing is worse than doing all of the work to get someone in the job to find out they left and see that commission refunded.

Increase retention by coaching your millennial candidates on how to ask for what they want.

If you aren’t already, you are bound to be working with a majority of millennials and this generation has no problem leaving jobs, unlike their baby boomer parents. Most Baby Boomers (41%) said workers should stay with an employer at least five years before looking for a new job — only 13% of Millennials agreed.

So let’s get to know our millennial audience and what they want. Here are a few facts from Glassdoor:

  • Nearly 80% of Millennials look for people and culture fit with employers, followed by career potential. (Collegefeed, March 2014)
  • 64% of Millennials would rather make $40K a year at a job they love, than $100K a year at a job they think is boring. (The Columbus Dispatch, Study Conducted by the Intelligence Group, 2014)
  • 46% of Millennials left their last job due to lack of career growth. (Glassdoor survey, March 2013)

What is the theme here? POTENTIAL and GROWTH! Millennials are young and starry-eyed. They think they can have their dream career and they will keep moving until they are happy.

So how do we get them to stay? The first step is understanding how they are motivated. If you end up using a tool like Talentoday they provide you with a complete motivations radar that will give you an inside look on what makes your candidate tick. You can then encourage your millennial candidates to have conversations with their managers about growth within the company.

 

Motivation radar from Talentoday.com

Tell them that instead of “peacing-out” of the job because they are bored or unhappy, to ask for things that keep them motivate them to come into work in the morning. Drive home that candidates should not be afraid to ask for what they want in the job they are in whether that be pay, flex time off or the ability to work from home. Not only will they possibly stay longer at their job, but they will love you as their recruiter for giving them some much needed career success advice!

Allie Powers

Curious to find out if your candidates have what it takes? Start your free trial today and test your candidates quickly & effectively for free!

Let’s face it, recruiting can be difficult. Let us help. Check out our other posts about hiring trends, tips and tricks.


Target Profiles with labels

As our Target Profiles evolve, so does the flow we use to create it. Talentoday Managers are now able to assign labels to groups of people, allowing them to easily create Target Profiles and match candidates to those profiles. When our customers expressed interest in quickly assessing high volumes of individuals we responded with a workflow that is fluid, fast and completely user friendly. So what does all this mean? Well, it means your job just got a whole lot easier.

Here is how it works:

1. Invite candidates

You can invite up to 500 candidates at a time to take the personality assessment. Just copy and paste from excel and the invitation to take the test is sent in just on click.

2. Label candidates

Once you have invited individuals to take the personality assessment, you are prompted to add a label to the group. This will help you easily navigate to your group when creating your target profile in the next step. When you are assessing 200+ people this can be extremely useful and save you loads of time.

Assign labels to a group of individuals who have taken the test

3. Create a Target Profile (in just a few clicks)

Now its time to create a Target Profile so you can match candidates or employees against it. Target Profiles allow companies to see the traits and motivations of a selected group. This can be extremely useful for measuring if someone fits with the company culture, if they fit in a role, or if they mesh with the team dynamic.

 

Creating a Target Profile

4. Match candidates against the profile:

Matching candidates against a Target Profile is the true essence of Talentoday’s technology. Our matching technology gives you a high level overview of who will excel at your company.

Match a candidate against the Target Profile

 

Features built for a quick comparison

Using labels creates a seamless and automatic experience. We understand that time is money, which is why we are always looking for ways to make your processes more efficient.

Suffice to say, this launch is just the beginning of our vision for Talentoday. We’d love to hear what features you think we should consider building next, so drop us a line on Facebook and Twitter.

Talentoday Team

Curious to find out if your candidates have what it takes? Start your free trial today and test your candidates quickly & effectively for free!


Quick and easy tips for getting ahead of hiring in the new year

As the cyclic trends of hiring goes, there is typically a lull in hiring at the end of the year. Despite the temptation to leave things until next year, this is in fact a critical time to get your ducks in a line for a peak hiring season in January.

With extra time on their hands away from the office, job seekers are going to be on the hunt for their next job. While hunting down candidates is not ideal during the holiday season, ensuring that your job needs are visible online can ensure you have a pile of worthy resumes in your inbox come January 1st.

1. Utilize social media platforms

Social media platforms are for the most part free, easy ways to connect with job seekers. Before you head out for the new year, take time to post something on your company’s LinkedIn stating that you are hiring, or better yet post a link to the careers page on your website with the specific jobs you are hoping to hire in the new year.

Not sure what positions you will be filling or what your numbers will be until year end? You can still use the platforms to build your brand identity. Job seekers, especially millennials, care about the culture of your company and will be looking for that when searching for their next job. Team up with your marketing team to show a little of your company’s unique personality. Better yet, post a personality test that is designed to show employees motivations and help them find the right job, increasing job retention, talk about a win-win! Not only will you be attracting people who care about being in a job where they are happy and inspired (therefore performing best) but you will be showing that you care about them too.

2. Be quick to respond

If you don’t get a flood of applicants through the holiday season or you work for a smaller company, I would consider dedicating a small amount of time bi-weekly during your time off to respond to applicants. It can be a one-lined, quick response with the applicant’s name saying something simple like: “Thank you for your interest in the position, Andrew! I am out of the office until 1/2/2017 but will get back to with what’s next then. Enjoy the New Year!” Reaching out in this way will create a positive first impression with the candidate who is more likely than not applying to several other positions at different companies.

If you work at a larger company where a personal response to each applicant would take a team the entire vacation to respond to, make it a goal to prioritize getting back to the candidates as soon as you get back to the office. Do not worry about filtering through the resumes or the available positions first, or you will not be responding until weeks, maybe months later.

3. Consider using HR analytics in the new year

The new year is the perfect opportunity to pitch your vision for what hiring will look like at your company in the new year. Hiring analytics are becoming increasingly popular and for good reason. Below are a few reasons to jump on the hiring analytic train. Here’s what Forbes thinks about it:

  1. Analytics serve as trustworthy future-casters (think HR’s crystal ball)
  2. It increases ROI
  3. It take out the guesswork
  4. Hiring becomes more efficient and effective
  5. Promotes more in-house promotions
  6. It pays for itself

As you coast into the new year, remember that a little bit of planning for 2017 can have big payoffs. Happy hiring in 2017!

Allie Powers

Curious to find out if your candidates have what it takes? Start your free trial today and test your candidates quickly & effectively for free!

Let’s face it, recruiting can be difficult. Let us help. Check out our other posts about hiring trends, tips and tricks.


Magical Beasts and how to hire them.

Hiring for your start up? Become a hiring wizard with this free webinar and these recruiting tips.

If you are an entrepreneur you want nothing short of mystical candidates. Individuals that make something out of nothing and can conjure a lead out of thin air. Whether your company has been around for one month or one hundred years, when you’re expanding into a new market, you have to hire with a start-up mentality. Hiring is an incredible opportunity, but it’s also a risk. As a start-up, you have fewer resources, so if a new hire doesn’t work out, it causes significant burden to the rest of the team. And if you’re managing a new team from a distance, the stakes are even higher. No pressure, but who you hire can make or break your start-up’s success!

If you want to learn all the ins and outs of recruiting for small companies and large companies alike tune into our free webinar on December 14th. Not only will you leave with valuable knowledge on how to assess your candidates soft skills & hard skills but we will also delve into the interview process and how to detect what is beyond the curtain. A professional recruiter give you her insights and you will leave with the tools to play psychologist and truly choose a candidate for the long haul.

But wait there is more..

In the mean time, lets discuss the traits you should look for in a candidate so you can land the perfect person for your company.

Interviewing is obviously the biggest tool recruiters currently use to find the right fit for a team. Interviewing candidates is an art, both from the interviewer and the interviewee standpoints. Some candidates are great at selling themselves, others more reserved. It could be they grew up in a culture where self-promotion was considered a vice, not a virtue, and not indicative of how well they’d perform in a role. Some recruiters are better than others at bringing out the best in candidates in a conversation.

So how do you know if a candidate will fly or flounder in your company’s entrepreneurial culture? Look for these traits:

  1. Accountability: Determine how the candidate owns his or her work. Notice if he or she answers questions with “I” or “We”. It’s imperative in a start-up that employees take full responsibility for their roles, tasks and actions.
  2. Self-motivation: In a start-up you don’t have as much time for rah-rah speeches and trying to light a fire under your team. You need an employee who has an intrinsic desire to work hard and perform well.
  3. Flexibility: One day the goal might be sales, the next traffic. Mission statements and organization charts evolve quickly. To succeed in a start-up, one must be able to adapt to change.
  4. Skill/Education: Certainly, having the right skills and education for a role brings results. The closer a candidate matches the expertise you need the less time they’ll need to be trained.
  5. Passion: Believing in the mission of your company and having a passion for the work you’re doing is key for start-up company employees. It’s what will keep them going in the middle of the night before a big launch.
  6. Resourceful: An ideal start-up employee knows how to solve problems, often with little resources. Like business Macgyvers, they can make big things happen with Excel and a couple of paper clips.

You don’t have to rely on hours of subjective interviews to figure out if your candidate is “the one.” Identifying a candidate’s personality traits objectively can be done using a people analytics tool like the Talentoday Manager. Here’s an example profile of a real person who is currently successful at a start-up. As you can see, with one glance you can identify areas of strength to match the profile you need.

Talentoday further identifies her as a great start-up candidate with these insights:

Creativity 8 / 10: She likes to be innovative and find original solutions. She is not very conventional.

Stress Management 8 / 10: She finds it easy to keep her cool in stressful situations. She performs well under pressure.

Motivations — Security 1 / 10: She does not need security in her work; she likes to take risks.

Motivation — Need for Relations 9 / 10: She is motivated by teamwork and relations with others are very important.

The most important asset a start-up has is its people. When reviewing your candidates, identifying their personality traits is even more important than evaluating their skills. With the right personality traits, an employee can gain experience and move up the ladder, developing into exactly the long-term magical beast you always dreamed of.

Allie Powers

Curious to find out if your candidates have what it takes? Start your free trial today and test your candidate quickly & effectively for free!

Let’s face it, recruiting can be difficult. Let us help.

Join our free webinar to get in on the secrets of hiring for your start up


Do you Really Know Who You’re Interviewing?

A job interview can go anywhere from 15 minutes, if it’s not going well, to about an hour, if it’s going great! But is this polished, poised, prepared-to-impress you candidate the same person you’d see on a day-to-day basis? Interviewing is an art, and the decision to hire often is dependent on the interviewer’s instinct. “Unfortunately most research shows that you can only trust your gut when it comes to hiring about 50 percent of the time,” says Beverly D. Flaxington, author of Understanding Other People: The Five Secrets to Human Behavior in this ZipRecruiter article. “And a bad hire is costly and disruptive.”

There are ways to increase the odds that your instinct about a candidate is right and avoid costly bad hires. One way is to use a screening company like HireArt — they conduct the first round of video interviews over Skype for you. Another is to partner with a candidate matching service liked Hired.com, where your job openings get matched with resumes in their database. While that’s a very handy tool for matching skill and experience, it’s still only part of what will make an employee last long term. To truly understand whom you’re interviewing you need to introduce objective, personality assessment data into your evaluation. By giving candidates a 15-minute quiz using Talentoday, you’ll have:

  1. Unique insights you won’t get in an interview. The results will give you a clear understanding of what motivates and drives your candidate, as well as show you their predictive behaviors in seven key areas: teamwork, ability to take initiative, management style, ability to handle pressure, reasoning style, communication style, and flexibility. You’ll see how well a candidate works under pressure, and even what areas in which a candidate could improve.
  2. Candidate vs. Candidate comparisons. You’ll be able to see how your prospective hire ranks in personality, motivations and soft skills compared to others in your industry. There could be similarities and differences that will help you identify the kind of person you’re looking for.
  3. Candidate vs. Company comparison. Since Talentoday urges you to assess your team to get a sense of what you are looking for, it will be easy to see how or if your potential hire aligns. You can also widen the scope and see how the candidate fits within the culture of the whole company.

Here’s an example of Jennie, a real candidate who took the Talentoday assessment.

This is an example of a predictive characteristic measured by Talentoday.

 

You can see that Jennie is a dedicated planner and thrives with a predictable structure. If the position you’re hiring doesn’t match that kind of environment, it won’t matter if her experience and hard skill set is a match, she probably won’t be a happy, long-term employee.
With the insight and intelligence that Talentoday provides added to your interview process, you’ll be confident that you’re choosing the right employee for your team.

Want valuable insights on your top recruits ? Start your free trial today and use predictive analytics and psychology to make smart hiring decisions. And if you like this post, please hit the ❤️ button below or give me a shout on Twitter.


How to Build Team Effectiveness: Using Data Driven Recruiting

In this three-part series on Team Effectiveness, we first touched on the importance of individual awareness, and the significance of knowing how your soft skills can best serve your team. We then dove into management techniques for creating organic team synergy. Today, the focus is shifted to recruiting.

Traditionally recruiting is done on a need basis. A job needs to be filled, resumes are collected, interviews take place, and things boil down to a gut feeling on who we think we will be the best fit. As we know, time is money, and the quicker the job is filled the happier the company is with you, at least for the time being. We fill the position and hope that our intuition served us right. With all the factors to consider (needs and expectations of the employer’s, needs and expectations of the potential employees) you are juggling a lot of pieces. It is no surprise with the demands placed on recruiting that there is room for disconnect.

The times are shifting from the more archaic way of recruiting (think stacks of resumes, endless email threads, scheduling multiple interviews) to a data driven model that focuses on soft skills rather than previous education, jobs and socio-economic backgrounds. Trying to fit someone to a job with that information alone is like putting together a puzzle without knowing what the end picture will look like. Studies show that it is not one’s past, but their current emotional intelligence that actually sets them up for future career success.

While it’s not realistic for all recruiters to be psychologists, nor is it realistic economically for each individual to go through a psychiatric evaluation with a psychologist, there are HR analytics platforms available that are focused on identifying an individual’s soft skills and not only that, but how they can translate to the workplace.

How can your business benefit from data-driven recruiting? Here are a few ways:

  1. Focus on soft skills and how they fit in the workplace. Team interactions boil down to individual personalities and motivations and that’s not what you find on a resume.
  2. It saves you time. These tests are done online and by the individual on their own time. All you have to do is read the results. This could save you time scheduling, facilitating and possibly a few interviews.
  3. It is measurable. With all this data at your fingertips, there is endless ways to manipulate it in order to measure growth, strategize for the future, or see trends. It seems like it would only get better over time too…imagine if you had the soft skills not only for the person who you are trying to recruit but the one who you are replacing. Your job would be finding the perfect match, and the data could help you.

What does this really look like? Talentoday has a personality test and job matching platform out there designed by top data scientists and psychologists. The assessment tests over 20 personality traits and 8 professional motivators and allows you to compare candidates against each other. Results can look something like this:

 

20 personality traits measured with Talentoday

8 professional motivators assessed with Talentoday

If employee retention and creating a strategy for hiring in the future is something you would like to get involved with, it may be time to move into the modern era of recruiting and give data a chance.

Eager to please your clients with data and recommend the candidates that fit the job? Check out our page to sign up for for your free trial of Talentoday Manager. And if you like this post, please hit the ❤️ button below or give me a shout on Twitter.


How to hire a world class developer

Just like relationships, hiring is a two-way street. As a hiring manager, not only do you need to find the right fit for the position, but you need to make sure the right fit wants to join your team.

What makes a successful software engineer?

We have surveyed thousands of software engineers and have found that universally developers are motivated by both pay and social recognition. But first, let’s look at what traits to look for in your next engineer. According to the Talentoday Software Engineer Target Profile there are three stand-out personality traits developers have in common: ambition, independent mind and creativity.

 

Target Profile Technology: In green are the key traits and motivations of a software engineer.

 

Ambition

As the cliche goes, “shoot for the moon, if you miss, you’ll land amongst the stars”. By far, the most important quality to look for in your next software engineer is high ambition. As recruiters, we tend to look at the past. “What did you do?, How successful was it?” It is important however, to also pay close attention to future goals and motivation of your next developer. Software engineers are constantly innovating and creating new content. Be certain they are excited to strategize and problem solve for your company.

Creativity

Your best software engineer is an expert at innovation. They think outside of the box and don’t necessarily go by the books. How can you know if your engineer is creative? Ask them! For example…”Tell me about a time where you tried to solve a problem in an unconventional way. How did it work out for you?” Remember, it’s not so much about the result of their actions as their attitude towards creativity.

Independent Mind

Whatever you do, don’t hire the software engineer who needs to be micromanaged. You want a leader. Someone that has a clear vision for the next steps for the company and who can problem-solve. Inquire about what role he or she played on their last team and how the dynamic was.

A note on how to motivate your new engineer.

Stand out amongst other companies with your job offer Believe it or not, most software engineers generally want the same thing: social recognition and pay. So instead of wasting your time on benefits and time off, you may seal the deal with a simple bonus and fancy title. Yep, it’s as simple as that. Now go out there and get your next best software engineer!

Curious to see if your candidates have what it takes? Check out our page to send our free personality assessment to your potential new hires today. And if you like this post, please hit the ❤️ button below or give me a shout on Twitter.


6 Qualities Every Start-Up Employee Should Have

Is your start up hiring? Make sure you do your homework.

Whether your company has been around for one month or one hundred years, when you’re expanding into a new market, you have to hire with a start-up mentality. Hiring is an incredible opportunity, but it’s also a risk. As a start-up, you have fewer resources, so if a new hire doesn’t work out, it causes significant burden to the rest of the team. And if you’re managing a new team from a distance, the stakes are even higher. No pressure, but who you hire can make or break your start-up’s success!

Start-ups have a unique dynamic, and not everyone is well suited for it. It might be enticing to hire a seasoned professional from a big name company, but be careful. They may experience culture shock when they don’t have as many resources or a large team to take care of tasks for them.

Interviewing is obviously the biggest tool recruiters currently use to find the right fit for a team. Interviewing candidates is an art, both from the interviewer and the interviewee standpoints. Some candidates are great at selling themselves, others more reserved. It could be they grew up in a culture where self-promotion was considered a vice, not a virtue, and not indicative of how well they’d perform in a role. Some recruiters are better than others at bringing out the best in candidates in a conversation.

So how do you know if a candidate will fly or flounder in your company’s entrepreneurial culture? Look for these traits:

  1. Accountability: Determine how the candidate owns his or her work. Notice if he or she answers questions with “I” or “We”. It’s imperative in a start-up that employees take full responsibility for their roles, tasks and actions.
  2. Self-motivation: In a start-up you don’t have as much time for rah-rah speeches and trying to light a fire under your team. You need an employee who has an intrinsic desire to work hard and perform well.
  3. Flexibility: One day the goal might be sales, the next traffic. Mission statements and organization charts evolve quickly. To succeed in a start-up, one must be able to adapt to change.
  4. Skill/Education: Certainly, having the right skills and education for a role brings results. The closer a candidate matches the expertise you need the less time they’ll need to be trained.
  5. Passion: Believing in the mission of your company and having a passion for the work you’re doing is key for start-up company employees. It’s what will keep them going in the middle of the night before a big launch.
  6. Resourceful: An ideal start-up employee knows how to solve problems, often with little resources. Like business Macgyvers, they can make big things happen with Excel and a couple of paper clips.

You don’t have to rely on hours of subjective interviews to figure out if your candidate is “the one.” Identifying a candidate’s personality traits objectively can be done using a people analytics tool like the Talentoday Manager. Here’s an example profile of a real person who is currently successful at a start-up. As you can see, with one glance you can identify areas of strength to match the profile you need.

Talentoday further identifies her as a great start-up candidate with these insights:

Creativity 8 / 10: She likes to be innovative and find original solutions. She is not very conventional.

Stress Management 8 / 10: She finds it easy to keep her cool in stressful situations. She performs well under pressure.

Motivations — Security 1 / 10: She does not need security in her work; she likes to take risks.

Motivation — Need for Relations 9 / 10: She is motivated by teamwork and relations with others are very important.

The most important asset a start-up has is its people. When reviewing your candidates, identifying their personality traits is even more important than evaluating their skills. With the right personality traits, an employee can gain experience and move up the ladder, developing into exactly the long-term employee you need.

Allie Powers

Curious to find out your professional traits? Check out our page to take your free personality assessment today. And if you like this post, please hit the ❤️ button below or give me a shout on Twitter.