A resume will never tell you the whole story. And yet, most hiring processes rely on it to make quick decisions. According to Hays, ninety six percent of Australian employers believe soft skills are just as important as technical ones. The catch is that soft skills are harder to spot.
At The People Place, we speak to candidates and clients every day. We see what makes someone genuinely effective — not just on paper, but in real teams and real situations. These are the traits that consistently turn a good hire into a great one. And too often, they are overlooked.
One
Adaptability
When circumstances change, some people panic. Others adjust. The people who adapt are the ones who grow and lead.
During the early days of COVID, almost three quarters of Australian businesses had to change how they operated. One Melbourne cafe saw junior staff step up to launch a digital ordering system in less than a week. They were not hired to solve technology problems, but they did. That is adaptability.
Seventy percent of employers say adaptability is one of the top traits they are looking for. But many still filter first by experience, which means growth potential can be missed.
How to spot it
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Look for candidates who have worked across different roles or industries
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Ask them to share a time they had to learn something quickly
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Pay attention to how they describe change — do they lean in or resist
Two
Curiosity
In a job market where the majority of skills will shift by the end of the decade, curiosity is more than a bonus. It is a core strength.
Curious people ask better questions. They go deeper. They test, improve and keep learning without being asked.
At a Sydney startup, a junior developer automated a manual reporting task during his spare time. That one project saved the company more than one hundred hours each month.
How to spot it
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Ask what they have taught themselves recently
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Listen to the questions they ask about your business or your team
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During reference checks, ask about initiative and learning style
Three
Resilience
Every team hits rough patches. Projects change. Clients drop out. Feedback can be tough. The people who make the biggest impact are the ones who keep going.
Resilience is not about staying busy. It is about solving problems when there is pressure. It is about staying steady when things go sideways and still showing up strong.
Angela Duckworth’s research on grit shows that perseverance can predict success more accurately than experience or education. A hiring manager in Brisbane put it well. Give me someone who has taken a few hits and still wants to grow. They are the ones who last.
How to spot it
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Ask them about a work challenge they overcame
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Listen for stories that include difficulty, not just achievements
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Ask references how the person handles setbacks and stress
Four
Emotional Intelligence
In creative teams, how people communicate is just as important as what they produce. That is where emotional intelligence stands out.
People with high emotional intelligence can read the room. They pick up on tone and timing. They know when to speak and when to step back. They help smooth tension and support better collaboration.
At a Sydney fintech company, one customer service team member became known for turning upset callers into loyal clients. Her strength was empathy. She listened, stayed calm and found solutions. It had nothing to do with speed. It had everything to do with trust.
Still, less than sixty percent of employers say they actively seek emotional intelligence in the hiring process. That is a major gap.
How to spot it
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Ask how they have resolved conflict at work
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Watch how they listen and respond in conversation
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Observe how they engage with every person in your process, not just the decision makers
Five
Humility
Confidence often wins the room in interviews. But humility is what makes someone successful over time.
Humility does not mean lacking ideas. It means knowing when to learn, when to ask, and when to admit you need help. It means giving credit to others and taking feedback seriously.
At a growing startup in Melbourne, the founders hired a project manager who said openly that she was not an expert. But she asked strong questions, created clarity across the team, and improved systems in ways no one expected. Six months in, she became the go to person for delivery and calm under pressure.
How to spot it
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Listen to how they describe past work — do they say “I” or “we”
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Ask what they would do differently if they had the chance to do something again
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Get feedback from junior team members if they were involved in the process
Final Thoughts
Look Beyond the Resume
The best candidates are not always the ones with perfect credentials. They may not have the exact title you are looking for. But they bring the mindset, adaptability and values that help teams succeed.
These five traits — adaptability, curiosity, resilience, emotional intelligence and humility — are not always taught. But they can be spotted if you know what to look for.
At The People Place, we focus on finding good people. People who lead with intent. People who grow with their teams. People who bring the best out of others.
If you are ready to hire with purpose, we would love to help.
📩 Contact us at hello@peopleplace.com.au
🌐 Visit peopleplace.com.au
