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What Recruiters Search in an Candidate at the time Of Interview in Year 2021 Scenario

Candidate qualities,
Though some jobs call for an endless combination of skills, the most sought-after employee traits are often universal, whether you’re an aerospace engineer, sales associate, or mailroom worker.
Here are some Important Qaulities that recruiter ask from the candidate. 

Ambition

Someone who is ambitious comes prepared to the interview and expresses lots of interest in the position. A candidate who wants to grow their career with the company can be an investment for the long term. Candidates can demonstrate ambition by listing achievements that include exceeding goals or working in a leadership position, even while at school or in a volunteer capacity

Curiosity

Curiosity can leap off a resume and cover letter through the inclusion of varied experiences within a person’s industry of choice. It comes through during interviews when a candidate asks intelligent questions about the client company’s background and culture, as well as the role itself. Research the industry and company before your interview so you can progress to a broader discussion, indicating your interest and commitment to proactively gathering information and solutions.

Grit

Show your grit by providing context for your achievements. For example, on a resume, instead of writing, 'Implemented project X three months ahead of schedule,' say, 'Implemented project X three months ahead of schedule during a 12 month hiring freeze and change in executive sponsorship.' This demonstrates that you not only delivered the project ahead of schedule, but also against a limitation of resources and during a time of change.

Humility

Humility goes a long way when it comes to driving good teamwork. It’s important to celebrate as a team but also to personally take responsibility for shortcomings. The best way to demonstrate this is during an interview. We look for individuals who emphasize ‘we’ versus ‘I,’ and we also dig in to past accomplishments, mistakes, or failures to see how a person reflects on those times. Were the accomplishments described as a team effort? Is blame being placed elsewhere, or do they own their part of that mistake or failure?

Hustle

Hustle doesn’t stem from talent; it is more about effort, ethics, attitude, and passion. If you’re prepared, willing to be coached, and want to go above and beyond, then you’ve got hustle. You understand that you can create success and have the energy to go for it.”

Learning agility

Learning agility is the ability to learn from experience and adapt those experiences to future situations. In interviews, I assess this by asking candidates how they ‘learned the ropes’ [at their last job]. I also focus on critical incidents—high points, low points, and turning points—for each job. I am looking and probing for how resourceful the candidate was in their response to challenges and opportunities they faced. What did they learn, and how did it change them

Positivity

“If a candidate doesn’t have a positive and upbeat demeanor, it’s a deal-breaker. To clarify, I’m not talking about a Pollyanna attitude, but rather someone who has a great attitude, smile, energy, and optimism that others feel when they interact with them. Moreover, someone that when ‘stuff’ happens, they have an uncanny ability to figure out root causes, work through them with optimism, learn from the situation, and find some sort of silver lining in the experience.” 

Reliability

“Scientists use consistent—or reliable—past results in order to predict future behavior. The same holds true at work. Reliability is important because it shows your future boss what they can expect of you going forward. Show you are reliable by [being on time] for interviews or meetings, and sending your resume and any other piece of documentation requested, when you promised.”

Transparency

“A perceptive interviewer quickly picks up on the fast-talking, withholding, misleading, or less-than-honest interviewee. Be open and forthcoming. It’s OK to admit being terminated because of a difference of opinion with your boss, or a culture mismatch, or a mistake with a lesson learned, as examples. It happens, and it will come out in the reference checks. Always maintain confidentiality [agreements] and be respectful of a former employer, but admit that there was an issue. Transparency always wins.” 

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