How to use emotional intelligence when recruiting
Emotional Intelligence is a word I have heard mentioned a lot lately and while I had an idea of what it meant, I started to think about how it could it be used in the recruitment process.
The definition of Emotional Intelligence in the dictionary is: “the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically”, so is it the key to both personal and professional success and how best can I use it to improve my recruitment processes.
As a recruiter, I know that finding the right candidate for a role is not just about qualifications, IQ, and experience. Success in the role is also subject to finding the right personality type to fit within the company culture.
According to Rob Gee, a leading management consultant who specialises in leadership, motivation, internal structures and training programmes, “when we interview candidates, we go through a number of active thought processes. Without realising it, we are measuring their responses, mannerisms and how well they put themselves across. What we are really doing is assessing their emotional intelligence. It’s that quality, honesty, and ability to build rapport that is so often the key to them standing out from the other applicants – and this is the type of employee who ultimately helps the client to improve their staff retention and keep costs down.”
Another great way to use Emotional Intelligence is to make sure the job description given by the client includes the “must haves” according to core behaviours and belief systems rather than just listing required experience and qualifications. When interviewing a candidate it is important to keep in mind for example whether a candidate is outgoing and social or quiet and introverted and how this fits within the company culture.
At the end of the day for me, a lot of how I can use Emotional Intelligence as a recruiter comes down to my relationships with clients and my ability to form relationships with the candidates. My instincts and experience will play a major role in how well I recruit based on the Emotional Intelligence cues ascertained from a robust interviewing process as well as getting the brief right from the client.