The process of hiring begins with either the creation of a new role in the business or when an existing incumbent vacates their position. Generally, managers tend to look externally if they are unable to find a person suitable for the role from within the organization. However, spoken English is a key quality that a recruiter looks for in any candidate. Here is a list of ‘what most hiring managers look for in a potential hire:

Improve Spoken English Skills

A job may require certain types of skills that should have been acquired either by training or by experience. Sometimes both are necessary. It is important for applicants to ensure they qualify on this account. For example, if the role is customer service and if a key requirement is English proficiency including spoken English fluency or writing effectively in English. Then a person who is not proficient or still learning English or learning to speak English should think twice before applying. It might be a good idea to keep this in mind when applying for any position, as spoken English can greatly impact your professional life.

Attitude

organizations make promises to various stakeholders. They commit returns to shareholders or a certain quality to customers or define working conditions to employees. Organizations must deliver these promises, else stakeholders may disengage putting the business at risk. In other words, managers are entrusted with driving results to meet or beat expectations. This requires each individual their teams to understand their goals and to find ways to meet these objectives. Energy, curiosity, ability to work with others are some attributes that hiring leaders find attractive.

Style

every place has its own culture. This maybe driven by geography, industry or even by the leader. For example, Asian business organizations will have very different cultural attributes when compared with North American corporations. The IT industry is famously casual whereas the financial sector is more conventional. In many business houses, English conversation is the norm; others maybe ambivalent and flexible about the lingua franca. Managers are reluctant to hire a person who they perceive as a ‘cultural misfit’ and as a result may struggle with the new culture. Therefore, a good grasp over your spoken English can help remove this problem.

Motive and desire

Typically, an important question on a potential employer’s mind is – why does this person desire this job or why the need to change? They want to be assured that the applicant is interested in the job because this an opportunity to progress their career. Those looking to change mainly because of better emoluments are considered risky. Others who want to move because their current organization is not able to offer growth may also be viewed with some suspicion. In other words, candidates who will find it difficult to leave their current employers are, conversely, the most desired by others.

Reputation

This is especially true at senior levels. After the first five years of their career, people begin creating their ‘professional footprints’. During their time in one or more jobs they have met and worked with many persons. Resultantly, word spreads about them – are they reliable? Can they be trusted? Are they innovative? Do they get along well with other people? When hiring people with experience, hiring managers are generally keen to obtain feedback from others and assure themselves about these basics.

In summary, when hiring, leaders know that it is a gamble of sorts. It’s very difficult to predict if a new hire will deliver to expectations. However, certain hiring thumb rules almost always apply. Candidates who are aware of these principles are most likely to be more successful than others. As the saying goes – forewarned is forearmed.

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