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What are the most important qualities of a good candidate?
9 months ago By Nathan Eshman
Finding a job can be rough. So you need to make the most of every advantage. It makes sense to explore the question: what are the most important qualities of a good candidate? The reasons are compelling.
First, when you know what someone wants, you can give it to them. You’re not going in blind. You can focus on what is more prone to land you the job. Second, you can customise your resume to a potential employer's values. Zone in on the key points from the job description and cut out the fluff — more on this below. Lastly, when you know what truly matters to potential employees, you can more effectively target jobs that fit you.
So what are the most important qualities of a good employee? That’s the very question we took to our network of recruiters and clients. The following are the results of our
Linkedin research and some advice on making the most of each insight.
57% OF EMPLOYERS SAY A GOOD ATTITUDE IS THE MOST IMPORTANT QUALITY
A candidate could bring any number of qualities to a job. From previous experience to a patented technology they have created. So why do most companies claim attitude to be the most important quality of a good employee?
Here are three reasonable reasons why:
- A good attitude gives you power, as it causes others to desire your company, i.e. they will want your attitude within their organisation
- Attitude gives an impression of how you will work with, respond to and lead others
- Attitude shows how serious you are about the job
Whether or not you’ll be working with a team or leading one, your attitude communicates much more than any resume or cover letter.
How do you present the right attitude?
Here are six powerful ways to exhibit your upbeat attitude:
- The way you dress. Always dress appropriately for the job interview.
- Posture. Stand and sit up straight. Give a firm, confident handshake looking the other person in the eyes.
- Smile. Never miscalculate the power of a smile . It communicates your enthusiasm and excitement for the job.
- Eye contact. Look people in the eyes. It keeps you focused on what they are saying. This brings us to…
- Active listening. Showing you’re a good listener signals your ability to follow through on tasks or projects. Demonstrate you’ve been listening by repeating parts of what is said to you. e.g. “As you mentioned, you’re looking for someone with experience with Procor software…”
- Focus on the positive. Instead of talking negatively about previous employers, failures or weaknesses, focus on what you’ve learned or how you’ve grown from your experiences.
19% OF INTERVIEWERS BELIEVE THE MOST IMPORTANT QUALITY OF A GOOD EMPLOYEE IS THEIR SKILLS OR PREVIOUS EXPERIENCE
A huge chunk of any resume is for your skills and experience.
But with 19% of potential employees judging you on the skills and experience you list, how do you know which ones to mention?
Well, commit to
customising your resume for each job by researching the company and role.
Reflect on any expectations or values you discover in your resume. Ensure you’re being honest.
Ok, what if you discover that you don’t have every skill required for the job?
It’s not a failure by any means.
Try this:
- Enrol in online courses like the ones you find on Udemy .
- Enrol in University . You can attend part-time or online. Businesses may see this effort and employ you. They may even offer to pay some of your tuition fees.
- Internships .
- Yes, there are paid internships, but even unpaid internships can be a great entry point into some businesses.
- Volunteer or work for free . Offering your time for free means you’ll have opportunities to grow your network and acquire more skills. Overall, similar to internships, it’s an investment towards future possibilities.
- Take time to reflect . Ask yourself if you’re applying for the right jobs.
18% OF EMPLOYERS SAY THE MOST IMPORTANT QUALITY IS GROWTH POTENTIAL
Growth potential is whether or not an employee has the necessary skills and qualities for a future leadership or management position. That is… are you management or leadership material?
Three ways to communicate your growth potential in a job interview:
- Know how to tell your story . Be prepared to articulate where you’ve come from and where you’re going.
- Ask quality questions . Think outside the box; which questions display your understanding of the company and role?
- Be confident. If you’re applying for a job, you obviously believe you have something to offer. So, act like it. But don’t be too confident, as this can put people off.
ONLY 5% CARE MOST ABOUT THE SALARY
While only a small portion of hirers prefer cheap labour over potentially paying for someone with more experience or qualifications, the good news is that most understand the phrase you get what you pay for.
The caveat here is to prepare, prepare, prepare.
Know the
salary range in your sector/preferred job. This way, you’ll know when you’re getting a decent offer or if the opportunity outweighs the pay.
You’ll also discern how serious the employer is and whether they truly see your value.
To learn the average salary range in your sector, go here:
Salary Guides .
SO NOW YOU KNOW WHAT MATTERS…
Now you know what the most important qualities of a good employee are (in the eyes of a potential employer), the question is, what will you do with this information? Will you adapt your interview style or be more selective when applying for jobs? Or has a light gone on as to why you haven’t had any decent job offers?
Whatever realisation this article has evoked…
TDP is here to help you navigate your job search journey; To help you find a job that’s right for you.
There are three ways we can help you see progress in your job search:
- Click here to start searching the complete job database.
- Read . Knowledge is most definitely power. So please, check out more helpful articles for job seekers on our blog .
- Upload your CV. We can better assist you in finding the right opportunity for your skills and experience if you submit your resume.
Spoiler: “Competitive salary” isn’t the hook you think it is.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Why the way you brief, partner, and align at the top matters more than ever.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
We’ve entered an era where the smartest systems aren’t the loudest. they’re the ones you don’t even notice. Ambient Intelligence (AmI), or “ambient invisible intelligence,” is reshaping how we live and work, not with fanfare, but with subtlety. This is AI that whispers instead of shouts. It learns your habits, senses your environment, and responds without you lifting a finger. It’s the kind of intelligence that anticipates, not interrupts. So… why should tech professionals, recruiters, and business leaders care? What Is Ambient Intelligence (AmI), Really? Ambient intelligence refers to digital systems—AI, sensors, and networks—that are embedded into our environments to support humans quietly and contextually. Think beyond chatbots and flashy dashboards. This is: Smart lighting that adjusts based on mood or weather Healthcare systems that flag early symptoms before patients notice Cybersecurity that auto-defends without alert fatigue Enterprise tools that prioritise tasks based on your unique working patterns. It’s a tech layer that fades into the background. That is, until you realise you couldn’t function without it. A Silent Revolution in the Workplace Here’s the interesting bit: Ambient AI isn’t just for homes and smart cities. It’s quietly infiltrating our workplaces. Talent Platforms that serve candidates content before they search. Meeting Software that understands conversation flow and adjusts transcripts, follow-ups, or even sentiment analysis in real time. Facilities Management tools that adjust airflow, lighting, and noise levels based on occupancy and stress indicators. And all of this happens without user prompts. We’ve moved from “Hey Siri” to “Siri already knows.” Why It Matters for Tech Recruitment Let’s talk talent. As ambient intelligence grows, we’ll see rising demand for: AI/ML engineers with human-centred design experience Data privacy and ethics specialists IoT security experts UX professionals who understand invisible design Integration architects who can make fragmented systems feel cohesive. And here’s the catch: these roles often require cross-functional fluency. Tech meets psychology, meets ethics, meets design. Are we ready for that shift? Ethical Design in the Background There’s power in invisibility. But there’s risk too. When tech becomes ambient, it also becomes less visible to scrutiny. That means: Bias can go unchecked Data privacy can slip through the cracks Users can be nudged without realising it. The question is no longer can we do this? —But should we? Smart businesses will bring in people who can answer that. Invisible, but Intentional The future of AI isn’t a robot in the boardroom. It’s the algorithm silently removing barriers before they appear. Ambient intelligence is already here. You may have just not noticed it. Yet.
Welcome to Lunch with a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
Growing a tech team goes a little more in-depth than just getting bums on seats. That is, if you want to scale efficiently. As businesses expand, they often face a common dilemma: should they build an in-house team, buy talent through hiring full-time employees, or partner with external agencies and contractors? Each approach has its pros and cons, and choosing the right one depends on factors like budget, project scope, and long-term business goals. The Build, Buy or Partner Framework When to build (upskill & develop internal talent) Best for: Companies with existing talent that can be developed for long-term growth. Pros: Retains institutional knowledge Fosters a strong company culture Reduces external hiring costs over time. Cons: Takes time and investment in training Can be challenging if internal talent lacks specialised skills. When to choose this approach: When you have a solid foundation of junior-to-mid-level employees who can be trained When you’re looking to promote from within and build long-term loyalty When hiring budgets are tight, but internal development is feasible. When to buy (hire full-time employees directly or through an agency) Best for: Businesses needing stability and long-term expertise in critical roles. Pros: Provides dedicated resources fully committed to company goals Helps establish a strong, cohesive team culture. Cons: Lengthy hiring processes if running a direct process Higher upfront costs (salary, benefits, onboarding, training) Risk of turnover. When to choose this approach: When core business functions require in-house expertise (e.g., software engineers, DevOps, cybersecurity specialists) When long-term stability outweighs short-term cost savings When hiring in a talent-competitive industry where full-time employment is a key attractor. When to partner (contractors and recruitment agencies) Best for: Businesses needing flexibility, speed, or niche expertise. Pros: Faster time-to-hire, especially for specialised roles Cost-effective for short-term projects Access to a broader talent pool. Cons: Cultural integration can be trickier if partners aren’t well-briefed on your values and team dynamics May carry higher long-term costs but manageable with a strong partner who can help you strike the right balance with lasting talent. When to choose this approach: When working on short-term projects that don’t justify full-time hires When needing specialised skills that are difficult to recruit in-house When scaling rapidly and requiring immediate talent solutions When the target talent requires a more strategic brand positioning. Making the Right Hiring Decision Assess business goals: Align hiring strategy with long-term company objectives. Evaluate current team capabilities: Determine whether upskilling is an option before going to market. Consider cost vs. speed: Weigh the urgency of hiring needs against budget constraints. Mix & match approaches: A hybrid approach—combining direct hires with external partners—can offer the best balance of cost, flexibility, and expertise. Scaling a tech team effectively requires a strategic mix of building, buying, and partnering. By understanding the strengths and limitations of each approach, hiring managers can make informed decisions that support both immediate needs and long-term growth. Get in touch with our team to see how we can help set your business up for efficient and effective hiring.
Welcome to Lunch With a Leader, where the Tech & Data People team sits down with IT leaders to uncover their career insights, challenges, and industry perspectives. Each conversation brings valuable lessons, trends, and advice to help our community grow and thrive. Grab a seat at the table and take in the insights from some of the best in the business.
When it comes to creating a thriving workforce, employee engagement and employee experience are often used interchangeably. However, while they may seem similar on the surface, they are two distinct concepts that are crucial to the overall health and success of an organisation. Understanding the difference between the two—and how they interact—can help employers build a more engaged, satisfied and productive team. What is Employee Engagement? Employee engagement refers to the emotional commitment an employee has to their organisation. It’s the level of enthusiasm and dedication that an employee brings to their role. Engaged employees are motivated, passionate about their work, and actively contribute to the company's success. Engagement is more about the intensity and quality of work rather than job satisfaction alone. In Australia, only 15% of employees are actively engaged in their roles, according to Gallup’s State of the Global Workplace 2022 report. While this is a global statistic, it’s clear that engagement levels remain low. What does this mean for Australian employers? It indicates a significant opportunity to invest in practices that can turn disengaged employees into highly motivated, committed individuals. Key characteristics of engaged employees include: Motivation: They are driven to do their best work every day. Passion: They care deeply about the company’s goals and values. Commitment: They are invested in the long-term success of the company. High productivity: Engaged employees tend to be more productive and efficient. What is Employee Experience? Employee experience, on the other hand, encompasses the entire journey of an employee with a company. From the moment they apply for a job, to their first day on the job, to their interactions with colleagues, and their day-to-day work life, employee experience is shaped by all touchpoints and interactions an employee has within the organisation. It’s more holistic and takes into account every aspect of an employee’s work life, both physical and emotional. In Australia, 73% of HR leaders agree that employee experience plays a critical role in employee engagement, according to The Australian HR Institute (AHRI) . However, it’s not just about the work environment; it’s about creating an experience where employees feel valued, supported and equipped to succeed. As 76% of employees are willing to leave their current employer for one that offers a better experience, the need for organisations to focus on improving the employee experience is more important than ever. Key factors that make up the employee experience include: Work environment: The physical and psychological aspects of the workplace (including flexibility, office design and culture) Onboarding: The process of introducing new employees to the company and setting them up for success. Company culture: The overall atmosphere, values, and norms within the organization. Professional development: Opportunities for growth, learning, and career advancement. Work-life balance: How well an organization supports employees in balancing work responsibilities with personal life. A side by side comparison While engagement focuses on the emotional commitment of an employee, experience covers the broader scope of their time with the company. Here’s how they differ:
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