Cultural fit: If the applicant shares your company values and believes in its mission, they’re more likely to go the extra mile for the success of your organization.
Eagerness and ability to learn:Years of training often can’t compete with on-the-job experience. Unfortunately, inexperienced applicants usually have neither. What they might have is an eagerness and a proven ability to learn new skills and job duties. If you suspect this is the case with an applicant, ask about situations in which they had to master something new and rose to the occasion.
Translatable skills: As a lot of jobs have become more specialized, a lot of job applicants have gained a very specific skill set. If you’re hiring for a job that requires specific technical skills, you may have a hard time finding applicants with those exact skills. The better candidates may be those without the exact skills you need, but whose skills could, with a little training, be applied to the position. For example, the most promising applicant for a technical writer position at a security software company may be the one who’s never written about security technology, but has an excellent writing voice and has shown a mastery of other technical subjects.
No bad habits to unlearn:Experienced candidates sometimes come with bad habits. They’ve been doing the work you need for a long time, and they may be used to doing their work in a way that’s inefficient or doesn’t mesh with your workplace environment. If you’re concerned about a candidate’s set ways, you may have more luck with a candidate whose habits you’ll be in a position to help form.