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5 Ways to Identify the Characteristics of a Good Employee

Posted by James Patrick Kahler on November 11, 2015

Have you ever been to a party or in a situation where you met someone you liked? If so, did you have a good conversation that made you trust your gut feeling and think, “This is someone I’d like to see again?”

This usually happens to us all at one point or another. Hitting it off with others at first can be exciting, regardless of how you define “like.” It’s a good feeling when you can trust your own instructs and know that you were right all along. 

Identify the Characteristics of a Good Employee

Unfortunately, it does not always work out for our best interest.

Sometimes, after several dates or hanging out with that person a few times, you end up realizing the person you thought you liked isn’t who he or she initially appeared to be. Sometimes, our gut feelings can end up playing to our disadvantage (no one likes wasting time or awkward breakups).

Trusting your instincts when judging character is a smart thing to do, but it’s not a surefire way to make a smart investment of time, money and effort; such as when hiring a new employee. Finding out the characteristics of a good employee is essential for proper hiring. You need to know whether or not the candidate you’re interviewing has what it takes to be your ideal employee. Just like making any other type of investment, it’s best to have the tools and resources to help you make your final decision before hiring a candidate.

Characteristics of a Good Employee

Not everyone has the type of tools needed to make a smart assessment of good character. However, if you’re a hiring manager or decision maker in the hiring process for your company, then you can have all the help you’ll ever need to identify the characteristics of a good employee—all you have to do is follow these five steps during the interview process:

Key Components for Better Hiring

  1. Source candidates from the world’s top job boards
  2. Conduct in-depth phone interviews
  3. Carry out comprehensive behavior-based interviews
  4. Leverage candidate scorecards at each step of the interview process
  5. Include backgrounds checks, employment verifications and reference checks

Seem like a bit much? Not quite. This can all be done through a simple hiring platform and can help not only better assess the charter of the candidate you’re interviewing, but also help better predict what type of employee that candidate might be like at your company.

Everyone should trust his or her instincts when hiring, but only to a certain extent. Why take the risk of having to break up with a new employee after just a few days or weeks, only because you thought that person seemed like “a great kid” during his or her interview?

Don’t take the risk. Learn how spot the perfect hire by checking out the complimentary eBook below.

Hire in a box, ultimate guide to hiring

Interviewing Help, How to Hire, HR & HR Technology, Hiring Tips


James Patrick Kahler

About the Author

James Patrick Kahler is Hireology’s Copywriter & Content Specialist. He is a graduate of the E.W. Scripps School of Journalism at Ohio University and has over four years of professional experience writing for various industries. Outside of the office (and sometimes inside), he has a passion for comedy, advertising and his Cleveland sports teams…all of them.