3 Candidate Traits That Should Be On Your Hiring Checklist

Forbes

31-07-2025

Milos Eric is the General Manager and Co-Founder of OysterLink, a restaurant and hospitality job platform.
Throughout my career, I've read thousands of CVs and spoken to hundreds of people looking to get hired. So, I understand that recruiting is a huge responsibility. It's a function that determines who will support a company's operations and, by extension, its success.
While around 65% of employers practice skills-based hiring, I've found that focusing solely on technical ability isn't the way to go. With all candidates having their own diverse set of character, talent and skills, hiring should look beyond matching résumés to job descriptions. When I'm assessing applicants, I like to focus on three key traits: mindset, attitude and priorities.
1. The Foundation: Mindset
Recruiters usually tend to focus on objective, role-relevant skills and tools proficiency. But what they fail to realize is that those things can be developed on the job. What can't be learned is an employee's mindset. There's significant evidence of the positive impact of having a growth-focused outlook, particularly in academic settings. The same applies to the professional scene.
During the hiring process, I'm more impressed by candidates who show interest in learning and adapting to challenges, rather than a list of skills. Why? Because they have boundless potential, they are less likely to fall stagnant and more likely take ownership of their work. People who seek challenges and learn from failures are on a mission to improve, and this enables growth on both ends.
Equally important is long-term commitment. Those who have genuine interest and belief in the company's vision will outlast the people who are in it for short-term successes like a pay increase. While compensation definitely motivates one to show up, can it sustain your drive? At the end of the day, employees need a deeper connection. This will help you reduce turnover and build future leaders as well.
2. The Differentiator: Attitude
While hard skills drive daily operations, soft skills influence the company's culture, and attitude is what sets good players apart from the best. Having a good working attitude fosters collaboration and empowerment in the workplace. In fact, the most valuable team members are those who stay positive and uplift others, even in challenging situations.
Similarly, self-motivated individuals who are hungry to push limits inspire others to do the same. They're the ones who volunteer, explore new approaches and deliver more than required. And having team members who ask questions and bring fresh ideas to the table can fuel continuous development and innovation.
When interviewing, ask candidates about how they manage setbacks or a time they went above and beyond their tasks. This will help you see if they've got the right attitude and ambition.
3. The Accelerator: Priorities
When conducting interviews, I present applicants with problem-solving scenarios and ask them to rank the possible approaches from most to least important. This allows me to see where their priorities and efficiencies lie.
While we'd always like to aim for perfection, overanalyzing and foot-dragging can lead to more misses. In fast-moving industries, even a short delay can cost you clients and big bucks. Employees who execute quickly, even if it's not with 100% confidence off the bat, can set the company way ahead of others. This, in turn, leads to faster growth. So, look for the candidates who can prioritize action, delegate and preempt possible chaos in the workplace.
Employees who can streamline operations and find ways to make work easier but more effective are incredibly valuable. Consider people who've automated work processes and removed repetitive or outdated tasks. This showcases technical talent and displays a level of intelligence and initiative. These are the types of people you want on your team.
A Bonus Game Changer: Proactive Problem-Solving
Beyond those three key traits, there's another that can set the best candidates apart. The most distinct hires are those who anticipate challenges before they arise—then do something about them without being told. This proactive mentality allows teams and organizations as a whole to think big picture instead of applying Band-Aid solutions when it's too late.
Ask candidates about past experiences where they were proactive. You can check with their character references to see whether they tend to solve problems successfully without much supervision. These hires, even if they prefer to operate independently, are great team players because they dedicate their efforts to the company.
Match Intrinsic Work Styles To Your Workforce Needs
Hiring involves a lot of mixing and matching. Both employers and applicants must be aligned in their vision, principles and needs. To me, a person's mindset, attitude and priorities are fundamentals because they're built on experience and potential. They're traits that pave the way for transformation, whether for the individual or the company.
I'm not saying technical skills aren't important; they usually provide the baseline of candidate fit. But deeper, more intrinsic traits are better indicators of long-term success. So, take the time to go over applicants' backgrounds and interview answers. Look beyond what's on paper. When they get hired and elevate the company's status and environment, you'll know you've done something right.
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