{"id":999883278,"date":"2025-06-19T15:19:08","date_gmt":"2025-06-19T21:19:08","guid":{"rendered":"https:\/\/www.dice.com\/hiring\/?p=999883278"},"modified":"2025-10-01T09:12:02","modified_gmt":"2025-10-01T15:12:02","slug":"a-viable-candidate-vs-a-strong-candidate-key-differences","status":"publish","type":"post","link":"https:\/\/www.dice.com\/hiring\/recruitment\/a-viable-candidate-vs-a-strong-candidate-key-differences","title":{"rendered":"A Viable Candidate vs. a Strong Candidate: Key Differences"},"content":{"rendered":"

The tech job market is competitive. To bring in top talent, recruiters must understand the concept of a viable candidate vs. a strong candidate. While viable candidates meet basic job requirements, strong candidates bring additional qualities that make them exceptional.<\/p>\n

Here we aim to understand the difference between a viable and a strong candidate, highlight key characteristics of strong candidates, explore the benefits of skills-based hiring and discuss strategies to not only attract strong candidates but to work toward converting viable candidates into strong employees.<\/p>\n

Viable vs. Strong Candidates<\/h2>\n

A viable candidate meets the minimum job requirements and has the basic qualifications. Strong candidates possess the skills, experience, technical expertise and personal qualities to help organizations achieve their goals. They also have soft skills, including integrity, perseverance, creativity and initiative. Viable candidates check all the boxes on paper but may not excel in a certain role. Strong candidates meet all requirements and bring additional value through their skills, experiences and qualities. They’re adaptable and have greater leadership potential and problem-solving abilities.<\/p>\n

Impact of the Pandemic on Hiring Practices – The Shift to Skills<\/h2>\n

The COVID-19 pandemic<\/a> pushed companies to shift focus from traditional hiring to skills-based hiring. It forced companies to switch to remote work arrangements and evaluate candidates based on their ability to work well in a digital environment. Specifically, there was a hiring burst in tech during the pandemic\u00a0and skills such as<\/a> digital literacy, remote work capabilities, adaptability, communication, critical thinking, resilience, creativity, innovation, and collaboration became more valuable. Companies preferred to hire candidates with technical aptitude rather than specific degrees.<\/p>\n

During the post-pandemic era, the workplace dynamic has further evolved. It may have started as reactive adaptation during COVID-19 but ended up permanently configuring how and where people work. Skills that were prioritized during the early days of the pandemic have now transitioned into more advanced competencies<\/a> like digital leadership, emotional intelligence and cross-functional agility. Job roles have been redefined and so have performance metrics.<\/p>\n

Key Characteristics of Strong Candidates<\/h2>\n

As per forecasts, automation and artificial intelligence may lead to the loss of 85 million jobs<\/a> while simultaneously creating 97 million new roles. To succeed in this environment and the modern workplace, candidates will need the following skills to deliver value to their organization:<\/p>\n