The Flip Side.What Employers Want. What Candidates Don’t.

By Scott Holmes

In today’s ultra-competitive job market,  most people talk about what candidates want—remote work, flexibility, purpose, and growth opportunity. But let’s flip the script: what do employers want? More specifically, what are the traits that make hiring managers sit up, lean in, and say, “Let’s not let this one get away”?

The disconnect between what employers crave and what candidates think matters is often wide—and widening. But two recent articles from CNBC offer clarity from the top: they break down what truly moves the needle during hiring, from the CEO’s perspective.

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1. The Irresistible Four: Traits That Seal the Deal

In a June 2025 CNBC interview, Raj Raghunathan, a happiness researcher and professor at the University of Texas, spotlights four attributes that make employers want to hire someone on the spot. They’re not about technical skills or the number of LinkedIn endorsements for “team player.” They’re about mindset:

• Drive
• Hunger to learn
• Empathy
• Resilience

These aren’t buzzwords to casually drop into your cover letter. Employers are looking for real, demonstrable evidence of these traits in action. Have you bounced back from failure and owned it? Have you shown initiative in a way that created value—not just for yourself but for the people around you, and the Company you work for?

Too many candidates focus their energy on shiny resumes and pre-scripted answers. But what gets a CEO’s attention is often the grit, not the gloss.

Source: CNBC, June 17, 2025

2. The BS-Cutting Question Employers Wish You’d Ask

Now, let’s talk about interviews—the dreaded performance dance.

In a July 2025 piece, another CEO offers a refreshing insight  to cut through all the posturing and positioning (aka, the BS) in job interviews. The magic question?

“What does success look like in this role in six months?  What does it look like in a year?”

Why is this so powerful? Because it flips the conversation back onto the interviewer, and  from “Here’s what I want” to “Here’s how I can help you.” Candidates who ask  this question signal strategic thinking, curiosity, and a genuine interest in solving problems—not just landing a job.  Let’s say this again…curiosity!  Candidates who demonstrate genuine curiosity stand out.

Yet surprisingly few people ask it. Why? Because they’re too busy talking, selling themselves instead of asking questions, listening, and seeking alignment. The CEO interviewed put it bluntly: candidates who ask this are often “stunned” by how revealing the answers are, the answer provides a treasure-trove of information— and employers are just as impressed by the question itself.

Source: CNBC, July 1, 2025

3. The Gap Between What’s Valued and What’s Delivered

Here’s the hard truth: candidates often spend hours prepping for interviews, polishing up their talking points, and rehearsing STAR stories. But many miss the mark because they focus on performance, not purpose.

Employers want:

• People who ask thoughtful, company-focused questions.
• Candidates who have done their homework—and ask follow-ups that prove it.
• Evidence of adaptability, emotional intelligence, and learning agility.

Candidates often deliver:

• Generic “greatest strength” answers.
• Vague interest in culture without specifics.
• Overuse of corporate jargon without personal insight.

Closing this gap doesn’t take a rebrand. It takes a realignment.

4. Bringing It All Together

If you’re job hunting, here’s your cheat sheet:

• Show—not tell—how you embody drive, empathy, learning, and grit.
• Ask what success really looks like. Then connect your background to that vision.
• Focus less on sounding perfect, and more on being authentic .
  

Ultimately, what employers want isn’t rocket science. But it does require dropping the script and showing up as someone who solves problems, learns fast, and lifts others as they grow.

Flip the script, and you might just flip your career trajectory, too.

Looking to stand out in a sea of sameness? Let’s work together to refine your candidate brand and show up in the way hiring managers remember.

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