High-quality applicants are drawn to businesses and jobs for different reasons than lower-quality applicants.
To draw in high-quality applicants, employers must know what appeals to them. When hiring managers understand the differentiators for top talent, they are better positioned to use a targeted approach to hire them.
Importantly, employers should know what distinguishes high-quality applicants from lower-quality applicants in an interview and listen for candidate responses that indicate quality.
Consider the following differentiators for high-quality candidates, according to research from Gallup.
Top Status
Most people are interested in companies with top status in their industry. However, high-quality applicants are more likely to have done their due diligence, knowing which companies are leading in their industries and why. These applicants are more likely to follow “best workplace” lists.
Seek out applicants who are discerning in applying to jobs and employers. Company leaders should not only strive to make their organization a great place to work, but they should also promote their positive culture as much as possible.
Cultural and Values Fit
High-quality job applicants tend to be drawn to businesses with the same values and priorities. According to Gallup, top applicants want to work for companies that suit who they are that can offer them opportunities to apply their passion and abilities.
In comparison, lower-quality applicants are more prone to seek businesses that meet their immediate needs, like a certain level of compensation, demands of the job, or personal needs. Low-quality applicants also are more prone to accept a position out of an immediate need, which means they are more likely to switch jobs when their needs change.
Seek out applicants who say the open position or company aligns with who they are personally and professionally.
A Career Challenge
High-quality applicants are interested in jobs that offer challenges and opportunities to do meaningful work, while lower-quality applicants have a tendency to concentrate on factors like money or autonomy. Poor-fit applicants try to find a place where they can go on autopilot, one without challenges and growth opportunities. They are also less able to discuss what they like best about their chosen profession.
Seek applicants who readily talk about enjoying their work and overcoming challenges.
Growth Opportunities
Unlike lower-quality applicants, high-quality applicants are more prone to seek jobs offering chances to learn and develop, particularly at companies with strong employee development initiatives.
In comparison, lower-quality applicants are likelier to seek jobs based on comfortability, income, autonomy, a flexible schedule, or a convenient location.
Give particular attention to applicants who can talk about a dream job that offers a chance to get better at their job through development and growth possibilities.
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