Character Traits Recruiters Value on Resumes

After reviewing thousands of executive resumes throughout my career, I've noticed a clear pattern: candidates often over-emphasize technical qualifications while undervaluing what truly sets them apart - their soft skills. Data from 'Finances Online' confirms what I've observed firsthand: an overwhelming 91% of recruiters prioritize soft skills on resumes, with 16% considering them MORE important than hard skills. As an executive search specialist, I can tell you that at senior levels, technical competence is assumed. What differentiates exceptional leaders is their mastery of these five critical soft skills ⬇️ 1. Time management: Don't just claim you're organized. Highlight specific instances where your planning abilities delivered measurable results under pressure. 2. Communication: Demonstrate how your communication style has influenced stakeholders, resolved conflicts, or driven organizational change. 3. Adaptability: In today's rapidly evolving business landscape, showcase how you've successfully navigated uncertainty and embraced new challenges. 4. Problem-solving: Illustrate your analytical approach with concrete examples of complex problems you've solved and their business impact. 5. Teamwork: Highlight collaborative achievements that demonstrate your ability to build consensus and leverage diverse perspectives. The key distinction between average and exceptional candidates? The latter don't merely list these attributes—they provide compelling evidence through specific accomplishments. Are you ready to transform your resume from a list of duties into a powerful narrative of leadership and impact? Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #leadershipdevelopment

Resumes don’t show heart. But heart often outperforms skill Years ago, I hired someone with zero industry experience. What they did have was grit, curiosity, and a drive to learn. Three months later? They were outperforming people with five years on the job. We confuse “qualified” with “ready.” Skills can be taught. Character? Not so much. Here’s what I now look for: 1/ Coachability ↳ Do they take feedback well — and apply it? 2/ Curiosity ↳ Are they asking questions before they have answers? 3/ Work ethic ↳ Do they follow through even when it's not easy? 4/ Emotional intelligence ↳ Can they read the room, not just the task? 5/ Growth mindset ↳ Do they believe they can get better? 6/ Team orientation ↳ Are they in it for “we,” not just “me”? 7/ Resilience ↳ Do they bounce back or break down? 8/ Authenticity ↳ Are they honest about what they don’t know? The best hires grow into the role. The worst hires peak on day one. ❓ Which of these traits do you prioritize when hiring? ♻️ Share this if you know skills can be taught. 👋 Follow me (Dr. Chris Mullen) if you believe leadership starts with people.

Hiring the right person isn’t just about skills. It’s also about personality. A massive analysis by the University of Toronto revisits the Big Five traits—and reveals which ones actually predict job success. 1. First, a quick refresher: The Big Five personality traits These are the five broad dimensions psychologists use to describe personality. The acronym is OCEAN. Openness to Experience Conscientiousness Extraversion Agreeableness Neuroticism (emotional stability) 2. Which one matters most at work? Conscientiousness. Again and again, this trait outperforms the rest when it comes to predicting job success. Why? Because it signals reliability, goal-focus, and self-discipline. 3. Conscientious people are more likely to: —Show up on time —Meet deadlines —Follow through —Set long-term goals Whether you're a data analyst or a teacher, that matters. 4. But it’s not one-size-fits-all. Some traits matter more in specific jobs. ➡️ Extraversion helps in sales and management ➡️ Openness benefits creative and analytical work ➡️ Emotional stability matters for high-stress roles Match the trait to the task. 5. What about agreeableness? It’s great for jobs that require teamwork and collaboration. But here’s the surprise: It’s less predictive of overall job performance than you might think. Being nice ≠ being effective. 6. And neuroticism (low emotional stability)? Not great. People high in neuroticism tend to struggle with stress, criticism, and pressure. That takes a toll—on performance, health, and team morale. 7. So, what should we take away from this? ✅ Don’t hire only on skills ✅ Don’t rely on gut instinct ✅ Use structured personality assessments—and match traits to the role Skills matter. But personality shapes how people apply those skills. Bottom line: We hire for what people can do. But we often forget to ask how they’ll do it. Personality offers a powerful—often overlooked—lens for hiring better.