It is often said to learn better one should join start-ups or younger organization because one can learn and train self better where system is developing or has to be developed but I say one can learn and train at both type of organizations, in a start-up one is exposed to decision making immediately or at a short span of time, here learning is of its own kind, you learn from your own mistakes, secondary research. You may or may not have reference to take advice from in this stage but that may be another source of learning in this situation. Whereas in an organization with established systems you observe other making decisions, learn from already established systems and become a part of execution team and learn by doing and observing you also develop references from where you can seek advice, in this situation one learns to pilot, execute pre-developed systems which gives you an insight of how to design systems, learning of this kind is more effective and builds a good fundamental base. 

For a head start young professional should be fundamentally strong and emotionally intelligent. I have tried to frame out some standard characteristics/ qualities one should possess or develop to climb the corporate ladder successfully.

At start one with a strong hold on what he/she has learned (Strong fundamentals) along with an ability to learn and retain other domains as soon as possible, keeping a positive attitude and exploring every possible learning oppurtunity (Taking obstacles as opportunity to learn) accepting change for better, making things happen. High ambition at this stage is important for personal growth as it makes a person to achieve by learning, making extra effort, by being curious,reasonable. One should train himself to be multitasking at the earliest stage of career, quickly you develop or enhance these characteristics faster you climb the corporate ladder. Almost all characteristics move along to next level but with changing role few characteristics are to be developed Mid-way.

At a stage when a leader seeks your assistance and a subordinate your advice one should develop art of application being master of task should have good listening habit along with effective communication should assert if required being defenseless to assist his/her leader whereas Should have team spirit and knowledge sharing habit to advice his/her subordinates.

A leader is expected to delegate, carry people along (team building), should have an eye for details and open to new methods (Innovator) should always encourage his team members by sharing his expertise (knowledge sharing) coaching and mentoring above all he/ she should be optimistic and possess foresightedness which eventually come from experience to fulfill all above characteristics one should have hands on experience (domain and cross domain expertise) and should people expert

These characteristics are inclusive but not exhaustive I have tried to frame them on priority based on my experiences there are other characteristics expected but I experienced these to be more important. There may be similar characteristics required at all levels here we are emphasizing on the change of intensity with respect to change in level. Given below is a comparative look for all above mentioned characteristic

These days employers are understanding the importance of assessing prospective employee emotionally before making the hiring decision many third parties conduct these test online and they are designed on a well researched and proven methods of assessing employee and organization compatibility and to understand perspective employee emotionally. In my personal experience I have observed that a candidate with higher EI (emotional intelligence) and lower fundamentals proves to be better choice then one with lower EI and higher fundamentals.

In present scenario, it is big challenge for recruiters to find, acquire, train and retain candidate with high organization compatibility. Introduction of EI although has increased TAT(turn around time) in hiring activity but has considerably increased the probability of correct hiring.