Any position that has hiring responsibilities carries a significant role in the company. Hiring managers must find the candidates that drive the company to continued success.
For a company to have an edge over its competition, it needs to be run by professionals who possess the skills and desire to succeed. Finding the right professionals, then, is of major importance.
Hiring managers typically have a fairly in-depth list of requirements when hiring. They know the level of education and experience required. They also know the attitude and skill level that the candidate must possess. They know what drug and alcohol testing is appropriate for screening. Essentially, they know what they’re looking for.
However, sometimes hiring managers forget a few key things.
There are some qualities that hiring managers forget to check as they scroll through resumes and interview potential employees.
Here are a handful of the qualities that hiring managers forget.
An emotionally intelligent candidate is one who understands that emotions are crucial in making personal and professional judgments. He or she will be aware that understanding and managing relationships plays a role in the company’s success.
How do you look for emotional intelligence?
To tell if a candidate is emotionally intelligent, you will need to read into his or her attitude. Does the candidate have a positive perspective when the difficulties of the job are addressed?
The best candidate should be able to respond to change with a flexible attitude. He or she should adapt to shifting demands and expectations by performing above and beyond the expectations.
How do you look for agility?
To assess agility in a candidate, ask candidates about their previous projects and the way they respond to stress. Try using situational interview questions to predict their perspective.
The best candidate wants to understand the position as deeply and broadly as possible. A curious candidate will view the job as a calling. He or she will come to the interview prepared with information about the company.
How do you look for curiosity?
Does the candidate come to the interview with several in-depth conversations about the company, leadership team and the position’s potential for growth? This is a sign of curiosity.
A compassionate candidate will be able to empathize with fellow colleagues. Compassion is an important part of building trust and developing a company’s culture.
How do you look for compassion?
To determine if a candidate is compassionate, allow the candidate to discuss their perspective on competition and collaboration.
A motivated candidate is the one who is passionate about work. His or her motivation should not only be driven by money, but also the drive that constitutes challenge, mastery and contribution.
How do you look for motivation?
A motivated candidate will talk about bringing change to the company. He or she will be more interested in discussing how to benefit the company than how to obtain the best benefits and vacation days.