I would say flexibility and communication. When a candidate is offered a new job, they will need to communicate with a large number of new people all at once, and fit into an organization. Communication - mainly verbal/interpersonal - is not a skill that can be easily taught on the job in most cases. Also, the new employee will be put into new learning and work situations, where business needs often change throughout the course of the day. A new employee who's able to roll with the punches and still keep a smile on their face is more likely to be successful in the long run.

As for what do I expect the applicant to already have mastered/skilled-
2-Punctuality-
Be on time for work, at all costs - 4 minutes early is late.
2-Courtesy -
If you 'have' to be late Phone in immediately, so that your supervisor can know you are not just slack.
Treat your co-workers the way you expect to be treated. If you do, they will treat you the same.
Respect and Honour the Customers as you would your greatest sports figure, relative, or entertainer. The Customer is why you are hired.
3-Flexibility-
Expect to have to reschedule your priority to the needs and expectations of the employer.
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As to what do I expect the Company to 'train me in'.
The policy/procedures expected by the company [these sometimes change from company to company, sometimes branch to branch].
If there is equipment that I may/may not be familiar with, assure that I am familiarized with the equipment and company rules,even if they should already be understood.
If the need is for operating machinery, then, the employer should be aware of what I 'already' know, and be willing to encourage and assist in expanding my potential for success of the whole company. [this does not mean babysit the employee, it does mean increase training when/where needed.

The process begins with the scheduling of the interview, when I call the candidate I begin by telling them who I am and where I am calling from (during this process I am actually analyzing phone etiquette) I tell them that I am calling to notify them we are in the process of reviewing all received applications and that we will be contacting the selected to-be-interviewed candidates within a week. I tell them that in the event they are not selected they will receive communication notifying them as well and that they are welcome to apply for any future openings.

During the actual interview I look for a candidate that has good listening skills; communication skills, writing, basic computer knowledge and of course the ability to clearly answer questions asked. I also expect for a candidate to be punctual and dressed properly. I like to find that a candidate is courteous during the interview and that he/she is not afraid of asking questions; "good employee/employer relationship begins with honesty and communication".

I like to offer training in job specific areas and company policy.

Maria, HR Assistant

We require proficient computer skills; Microsoft Office. We will train advance skills especially in Excel.
For our customer service positions, we expect them to have some customer service experience, we train to develop their skills. We will train on - how to deal with difficult customers, adapting to change, etc - more in depth cutomer service situations

For our entry-level positions, we expect candidates to already have basic computer skills (Microsoft Office), good communication skills, solid work ethic, customer service, and common sense. We don’t plan to teach a new employee any of those things. We will train them on their specific job, our policies, and our company culture.
For higher-level positions, candidates must have all of the above, plus industry knowledge/expertise. In that situation, we’d just be teaching them our policies/procedures and culture.

I would say flexibility and communication. When a candidate is offered a new job, they will need to communicate with a large number of new people all at once, and fit into an organization. Communication - mainly verbal/interpersonal - is not a skill that can be easily taught on the job in most cases. Also, the new employee will be put into new learning and work situations, where business needs often change throughout the course of the day. A new employee who's able to roll with the punches and still keep a smile on their face is more likely to be successful in the long run.

As for what do I expect the applicant to already have mastered/skilled-
2-Punctuality-
Be on time for work, at all costs - 4 minutes early is late.
2-Courtesy -
If you 'have' to be late Phone in immediately, so that your supervisor can know you are not just slack.
Treat your co-workers the way you expect to be treated. If you do, they will treat you the same.
Respect and Honour the Customers as you would your greatest sports figure, relative, or entertainer. The Customer is why you are hired.
3-Flexibility-
Expect to have to reschedule your priority to the needs and expectations of the employer.
------------
As to what do I expect the Company to 'train me in'.
The policy/procedures expected by the company [these sometimes change from company to company, sometimes branch to branch].
If there is equipment that I may/may not be familiar with, assure that I am familiarized with the equipment and company rules,even if they should already be understood.
If the need is for operating machinery, then, the employer should be aware of what I 'already' know, and be willing to encourage and assist in expanding my potential for success of the whole company. [this does not mean babysit the employee, it does mean increase training when/where needed.

Hi,

During the interview, I would expect the candidate to have the basic qualification to perform the job effectivelly. Analysis, people management - these are the skills which can not be tought to anyone.
However, if I can prefer to teach some technical skills such as MS excel, creating presentations or working on a particular tool.
In short, I would prefer to have a candidate who already posses analysis, organizational, good people management and time management skills. and can teach him/her some technical skills.

The process begins with the scheduling of the interview, when I call the candidate I begin by telling them who I am and where I am calling from (during this process I am actually analyzing phone etiquette) I tell them that I am calling to notify them we are in the process of reviewing all received applications and that we will be contacting the selected to-be-interviewed candidates within a week. I tell them that in the event they are not selected they will receive communication notifying them as well and that they are welcome to apply for any future openings.

During the actual interview I look for a candidate that has good listening skills; communication skills, writing, basic computer knowledge and of course the ability to clearly answer questions asked. I also expect for a candidate to be punctual and dressed properly. I like to find that a candidate is courteous during the interview and that he/she is not afraid of asking questions; "good employee/employer relationship begins with honesty and communication".

I like to offer training in job specific areas and company policy.

Maria, HR Assistant

We require proficient computer skills; Microsoft Office. We will train advance skills especially in Excel.
For our customer service positions, we expect them to have some customer service experience, we train to develop their skills. We will train on - how to deal with difficult customers, adapting to change, etc - more in depth cutomer service situations

At Life Line Screening we think in terms of competencies. Depending upon the level of the position (indiv. contributor, manager, and mgr. of mgrs.) we recruit and select for essential competencies (both behavioral and technical) and accept the challenge of developing the preferred competencies.
We know that certain competencies are very diffiuclt to develop (e.g. Innovation Mgt., Conflict Mgt., Managerial Courage, Political Savvy, Undertstanding of Others, and Learning Agility) so if the job requires those - we "buy" them and require them as key selction criteria for external candidates.
Thanks, Jim Kuhn - VP, HR

For our entry-level positions, we expect candidates to already have basic computer skills (Microsoft Office), good communication skills, solid work ethic, customer service, and common sense. We don’t plan to teach a new employee any of those things. We will train them on their specific job, our policies, and our company culture.
For higher-level positions, candidates must have all of the above, plus industry knowledge/expertise. In that situation, we’d just be teaching them our policies/procedures and culture.