November 6, 2025
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More than filling a vacancy, hiring is a strategic decision that shapes team performance, work culture, and long-term business growth. Be it an onsite, hybrid, or a remote job role, every organization needs people who bring much more than technical qualifications to their work. Organizations need people who think critically, adapt quickly, collaborate effectively, and contribute meaningfully.
At Hiring Ways, we have gone through thousands of CVs, interviewed candidates across industries, and partnered with companies of different scales. And as time goes on, clear patterns emerge about what sets an average candidate apart from an exceptional one.
The best candidates aren’t just “qualified.”
They are compatible, inquisitive, responsible, and motivated toward success-for themselves and the organization they will be joining.
This article deconstructs the characteristics defining a good candidate from the recruiter’s perspective and gives the employer an idea of what to look for, while at the same time giving actionable direction to job seekers.
Skills are the foundation; however, real proficiency does not stop at superficial experience.
For example, two designers both “know Figma.”
One uses it for following instructions, and the other uses it to solve user experience problems.
According to LinkedIn’s Global Skills Report 2024:
“Now, with the jobs changing so fast, the relevance of the skills changes 25% every four years.”
It means companies should value:
The best candidate is not the one who knows everything but the one who learns effectively.
One of the most indicative performance indicators is communication.
Whether the job is remote, on-site, or hybrid, effective communication touches :
Strong candidates:
In fact, poor communication ranks as one of the highest causes of workplace friction-more so than skill gaps.
As recruiters, we look for applicants who:
Communication is not about talking well.
It’s all about eliminating confusion.
The best candidates are those who don’t stop by just finishing the job but understand the purpose and look toward improvement.
They:
In interviews, we assess whether a candidate is able to:
One of the strongest signals of problem-solving strength is when a candidate says:
“May I clarify the goal before I propose the solution?”
This shows:
Cultural fit is largely a misunderstood concept.
It does not mean personality matching.
It means compatibility in work style.
Every company is different, some structured and process-heavy, others fast-moving and iterative.
This would be an individual who :
When there is good cultural fit:
By default, it is offset by
This is why cultural fit matters just as much as competence.
Industries change, tools change, leaders change, teams are organized differently, and the markets shift.
The ideal candidates:
Adaptability is becoming a major hiring factor in organizations globally.
Deloitte’s Talent Trends 2023 Report shows that:
“Companies that hire for adaptability over fixed expertise observe 30–50% faster team performance improvements.”
Adaptable people help teams move onward even when the environment changes.
So often, the difference between a reliable employee and a disruptive one comes down to ownership.
A candidate with ownership:
A nonowner candidate:
Gallup’s Workforce Study reports:
“On average, employees with a high sense of ownership are 21% more productive and significantly improve stability in output.”
One of the most powerful determinants of long-term performance is ownership.
How Do Recruiters Assess These Qualities?
One of the most powerful determinants of long-term performance is ownership.
Behavioral Interviewing
One of the most powerful determinants of long-term performance is ownership.
Scenario-Based Questions
To assess reasoning and decision-making.
Portfolio & Project Analysis
To measure real-world competence rather than just titles.
Reference Checks
Reliability and communication traits will be checked.
We do precision hiring: putting the right candidate in the right environment, not just filling headcount.
Why This Matters More Today
A wrong hire affects much more than just the monthly payroll.
It affects:
According to an estimation by the U.S. Dept. of Labor, a bad hire can cost from 30% to 200% of the employee’s annual salary.
When companies focus on the right qualities-not just resumes-they:
Besides technical skill, the best candidate is defined by professional maturity, communication strength, adaptability, and ownership. These are the qualities that build stable, high-performing teams.
At Hiring Ways, the recruitment process is built to assess these core attributes: making sure companies find people who fit in, contribute, and stay.
Q1. Are soft skills more important than technical skills?
Often, yes. Technical skills can be taught; work ethic and communication are much harder to develop.
Q2. How do recruiters evaluate cultural fit?
Through behavioral questions, communication patterns, value alignment, and reference feedback, rather than personality matching.
Q3. Can less experienced candidates still be great?
Absolutely, curiosity, discipline, and adaptability trump years of experience.
A dedicated tech recruitment agency that finds the best software developers for your company from all around the world.
hello@hiringways.co
+380971581479
hiringways.co
Szlak 77/222, 31-153 Kraków, Poland
108 Stryiska Street 79026, Lviv, Ukraine
A dedicated tech recruitment agency that finds the best software developers for your company from all around the world.
hello@ hiringways.co
+380971581479
hiringways.co
Szlak 77/222, 31-153 Kraków, Poland
108 Stryiska Street 79026, Lviv, Ukraine