The Art of Finding Work: 5 Traits the ‘Best Candidates’ Display

Today’s job market is a seductive dance, where talent is getting lost in the fog of red tape and endless applications. (I’m a fan of Norman Mailer’s prose.)

The 2025 job market is a dumpster fire; therefore, I’ve been receiving more emails asking for job search advice, which most often can be summarized as:

1. Don’t look for a job; look for your tribe.
2. Stop trying so hard; approach your job search strategically.

Job search norms from the past are long gone; nonetheless, many job seekers conduct their job search as if it’s 2005, which is why they’re experiencing a prolonged job search. The key to expediting your job search is accepting that an employer, as the business owner, establishes its hiring process and operates its business as it sees fit. The best candidates don’t resist how an employer chooses to hire; they accept that this is beyond their control.

Regarding the current job market, hiring continues, though on a smaller scale. The candidates who stand out as the best are those who demonstrate the five traits that employers deem attractive.

1. Comfortable and Authentic

When conducting interviews, I most relate to candidates who come across as relaxed and authentic. Many job seekers try to put on a “performance,” rehearsing their responses and striving for perfection in every aspect. In contrast, relaxed candidates demonstrate that they have the one non-negotiable personality trait I look for: confidence. I relate more to candidates who are confident and unafraid to admit their past mistakes and weaknesses they’re trying to overcome.

“To be human is to be beautifully flawed” – Eric Wilson.

Authenticity connects with people; your interviewer is “people.” The best candidates don’t give scripted answers; they naturally follow the interviewer’s lead, easing “interview tension” and building a genuine connection that makes them memorable.

Although it may seem counterintuitive, keep in mind that I only speak for myself, sharing self-disqualifying information fosters trust and openness. This leads to the question I often get from readers: Do I hire candidates who are brutally honest and self-deprecating?

Answer: Yes

I’ve hired numerous candidates who’ve admitted to making mistakes, some were significant. I’m drawn to candidates who are confident enough to be brutally honest with me. When candidates discuss their mistakes, I find them more credible than candidates who focus solely on their successes. A candidate who talks about their achievements but can’t acknowledge their mistakes is someone I hesitate to hire.

Worth noting: Based on interview confessions, the most common mistakes are:

• Not proofreading an email before sending, and
• Not asking for clarification about an assignment. Never assume!

2. Not Overly Eager, but Interested

Candidates who seem too eager are likely to be seen as insincere, desperate, and salesy, which are major turn-offs. Conversely, showing no interest can come across as aloofness, which is just as off-putting.

The best candidates seek to learn more. They ask thoughtful and challenging questions that demonstrate their curiosity and engagement. Their nuanced interest sets them apart. They’re exploring options and weighing their choices. (Even in this job market, if you’re skilled and visible, you’ll have employment opportunities.) Employers prefer not to hire candidates motivated only by a paycheck.

3. Positive and Good Frame of Min

Interviews aren’t therapy sessions. However, surprisingly, as if they didn’t know better, many candidates vent their frustrations about past employers or experiences during interviews or online (e.g., LinkedIn). I don’t know any hiring manager who hires candidates with a negative attitude. The best candidates display a positive attitude and focus on what they can bring to the employer, which makes them desirable hires.

4. Researched and Prepared

A well-prepared candidate is impressive.

With all the available resources job seekers have at their disposal, no excuse for walking into an interview without thorough knowledge of the company, its culture, and their interviewer(s). (Google and LinkedIn are your friends.) The best candidates have comprehensive knowledge about the company and the position they’ve applied for, and therefore, pre-interview, have a sense of whether it’s a company they want to join—a mindset that significantly impacts their interview performance.

5. Desire to Make an Impact

This is the big one!

Because I don’t hire candidates who are “me” focused, I’ve lost track of how many interviewees have asked me questions about their wants (compensation, benefits, time off, opportunities for advancement). While it’s understandable to have some focus on earning money and progressing your career, solely highlighting your “wants” makes you a candidate who won’t be focused on what’s most important to an employer: their self-interest.

“Ask not what your country can do for you – ask what you can do for your country” – John F. Kennedy’s inaugural address (January 20, 1961)

The best candidates lead with a desire to make an impact on the employer’s business. They understand that, foremost, an employee’s role is to deliver measurable results aligned with their employer’s goals. Therefore, they communicate how they plan to contribute and provide examples of how they’ve achieved this for past employers.

A job seeker who explains how they’ll add value is much further ahead than those with an “I need a job!” mindset.

By Nick Kossovan

Nick Kossovan, a well-seasoned corporate veteran, offers “unsweetened” job search advice. Send Nick your job search questions to[email protected].

The views expressed in this article are the author’s own and do not necessarily reflect The Chronicle’s stance.

The post The Art of Finding Work: 5 Traits the ‘Best Candidates’ Display appeared first on The Ghanaian Chronicle.

Read Full Story