6 Candidate Qualities Corporate Recruiters Highly Value

6 Candidate Qualities Corporate Recruiters Highly Value

Key Takeaways:

  1. Professionalism is vital for any potential candidate. It includes qualities such as punctuality, organization, and discipline while maintaining an appropriate level of humility.
  2. Communication skills are critical in any professional setting and involve having exceptional written, verbal, and listening skills.
  3. The willingness to learn new things sets a great candidate apart from the rest. It reflects their ability to thrive in different environments while keeping up with changing workplace trends.
  4. Problem-solving skills are essential for anyone looking to handle complex tasks confidently and develop innovative solutions quickly.
  5. Adaptability is essential in today’s corporate environment so candidates can adjust quickly to new challenges or tasks thrown their way.
  6. Finally, interpersonal skills allow a person to communicate effectively with different teams and colleagues – an essential skill set when building trust or collaborating efficiently.

The job market is becoming increasingly competitive. Finding the best talent is essential to your business’s success. Corporate recruiters are always on the lookout for specific qualities in potential candidates. So if you want to increase your success chances, you must hire candidates with these exceptional qualities.

To know these qualities, Mitsuoka and Company will outline six candidate qualities that corporate recruiters highly value. Keep these in mind when going through your candidates for potential hiring.

The 6 Candidate Qualities Professional Recruiters Look For

We have highlighted six qualities that recruiters look for when assessing potential candidates.

1. Professionalism

Professionalism is the cornerstone of a successful career. It means having impeccable manners and being punctual, organized, and disciplined in your work. Besides that, being prepared to take on new challenges with enthusiasm and willingness to learn and exuding confidence while maintaining an appropriate level of humility also comes under professionalism.

2. Communication skills

Communicating effectively and efficiently is a critical skill for any professional. Studies suggest that communication is crucial in enhancing work quality in an organization.

It involves having exceptional written, verbal, and listening skills and the ability to understand complex topics and break them down into easy-to-understand pieces.

3. Willingness to Learn

What sets a great candidate apart is an open mindset and a genuine interest in learning new things.

A recruiter looks for this quality because it reflects a person’s ability to thrive in any environment while being willing to keep up with the changing workplace trends.

4. Problem-solving skills

Problem-solving skills are essential in any field as they involve dealing with complex situations, finding the root cause of the problem, and coming up with acceptable solutions.

Recruiters look for this quality to ensure the candidate can handle complex tasks confidently and develop innovative solutions quickly.

5. Adaptability

Adjusting quickly to new challenges and tasks in the current corporate environment is vital. Recruiters value this quality as they are looking for people who can quickly work in different situations and have the aptitude to change their strategies when needed.

6. Interpersonal skills

Interpersonal skills are necessary to communicate effectively with different teams and colleagues.

A strong network of contacts can open up valuable opportunities, so a good candidate should have the skill to build trust and collaborate easily with others.

How To Evaluate These Candidate Qualities?

Now that you understand which qualities to look for, your next task is to figure out how to evaluate those qualities in potential candidates. A straightforward way to do this is through interview questions.

To help you better understand, we’ll play a hypothetical scenario and interview two candidates, Josh and Drake.

Both have applied for the customer service representative position, and you must choose one.

Both candidates are well-educated and have worked in other customer service positions.

The only difference between them is that Josh has a proven track record of making customers feel listened to and appreciated. In contrast, Drake has an impressive portfolio of social media campaigns he’s run in the past.

1. Professionalism Quality

Now, the first quality corporate recruiters look for is professionalism.

You asked both of them how they would handle a difficult customer situation, and it was clear that Josh had more experience in this area. He answered the questions confidently and calmly, suggesting that he had dealt with similar issues before.

Meanwhile, Drake struggled with his response and made a few jokes about the situation instead of providing a constructive answer.

It shows that Josh is more professional in his approach than Drake.

2. Communication Quality

Next, we’ll evaluate communication skills – how well do they convey their thoughts verbally? How well do they respond to questions? To get a better sense of this, you might ask Josh what strategies he used when dealing with challenging customers in his past roles. You could also see if Drake can explain his previous projects without getting lost in details or jargon.

You’ll gain insight into their communication abilities by asking questions like these. You can make an informed decision on which candidate to choose.


3. Willingness to Learn

Next, you’ll evaluate how willing they are to learn new skills. You could ask both of them questions like, “Tell me a time when you had to pick up new skills to complete a project quickly.”

It will give you an idea of how open they are to learning and adapting. You could also see if either has taken any online courses or certifications related to the job.

4. Problem Solving

Corporate recruiters look for candidates who have problem-solving skills. You can ask questions like “Describe a time when you had to think through an issue and come up with an innovative solution.”

Josh explained in intricate detail when a customer came to him with a unique problem, and he was able to come up with an efficient solution to take on the challenge.

On the other hand, Drake explained that when dealing with problems, he always communicates them to his superiors and lets them handle them. Although Drake went with a good approach, it showed he was unenthusiastic about problem-solving and relied on others to help him.

Josh showed he was passionate about problem-solving and was an independent thinker.

5. Adaptability Quality

Next, you want to assess their adaptability quality. Try asking questions like “What is the most difficult transition you have made in life?” or “Tell me a time when you had to adjust quickly to an unexpected change at work.” It will give recruiters insight into how well a candidate can handle different situations and if they can adapt quickly.

For instance, Josh and Drake were asked about their experience adapting to new environments. Josh explained his experience working with teams of people from different backgrounds and how he successfully navigated the dynamics between them. He also mentioned that he is always eager to learn more and take on new responsibilities when necessary. On the other hand, Drake shared how he faced difficulty adjusting to changes at work.

Josh has the qualities of being open-minded and adaptive, which makes him a more desirable candidate.

6. Interpersonal Skills

Interpersonal skills are the ability to create and sustain positive relationships with coworkers, customers, and clients. Ask questions like “Have you been in a situation where you had to build relationships with new people?” and “How did you go about doing that?” to evaluate this quality.

John shared how he had once led a team project which required him to manage the expectations of different stakeholders while delivering results on time. He said he could do so by having regular meetings with all the parties involved, clearly communicating their goals, and setting deadlines for each task.

It shows John’s strong interpersonal skills and ability to stay organized and motivated under pressure.

On the other hand, Drake had a different approach to the same question. He talked about how he was able to build relationships with new people by being an active listener and taking the initiative in conversations.

He said he would ask questions, provide help, and follow up with them afterward. Drake was also able to demonstrate his attention to detail, as well as his practical communication skills, through this answer.

Also Read: A Guide To The Recruitment Process: 4 Stages To Success


These are just examples of how you can assess your candidate, and it’s totally up to you to decide what qualities they value in a potential employee.

Make relevant questions to assess how a candidate best fits the role and organization you’re looking for.

Now that you know what qualities are crucial for corporate recruiters to look for in candidates, use this knowledge and look for potential candidates for your business.

Good luck!

Professional Corporate Recruiters at Phoenix, AZ

Finding the right candidate can be a hassle. Rely on Mitsuoka and Companyto help you find the perfect fit for your business. We are professional recruiters who find top-tier corporate professionals across Phoenix, AZ. Our recruiters have years of experience in the industry and use their knowledge to uncover the best talent available on the market.

Contact us today and get assistance with hiring.


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