How to hire the right personality vs. someone with the right experienc

I spend my days working with clients in extremely emotional conditions as a VP of gross sales and consumer expertise at Promoting a house brings up all types of points for folks. For a lot of, it’s not solely the greatest monetary resolution of their lives, however it can also imply leaving a spot the place they’ve constructed lifelong reminiscences. Serving to folks use know-how to make choices is desk stakes. What makes someone actually good at this job is offering assist past the customary of fundamental counseling. Meaning ensuring clients are heard and providing them tailor-made options that deal with the issues that maintain them up at night time.

The personality traits wanted to do that successfully don’t often present up on a résumé, cowl letter, or LinkedIn profile. However we now have discovered a number of methods to incorporate personality and EQ into our hiring course of.

Listen to the manner they reply, “Inform me about your self.”

Hiring first for personality elements typically takes the again seat to what will get the job finished. But elements resembling emotional intelligence, compassion, and adaptability are extremely necessary in at the moment’s altering work setting.

Whereas there isn’t essentially a tangible manner to measure emotional intelligence throughout the interview course of, contemplate the manner candidates paint the image. How do they inform their story? In what methods do they articulate their previous experiences and other people they’ve labored with in the previous? Do they spotlight each their passions and the classes they might have realized alongside the manner? Or do these candidates merely “learn” their résumés to you?

Those that go into higher element about their passions and about those that molded them alongside the manner will typically be extra understanding of and grateful for the expertise that paved the manner for his or her careers. Don’t be afraid to additionally observe up on previous passions and experiences. As an example, if someone made a profession adjustment, or they’re transferring into a distinct business, ask why and the way.

Understanding a candidate’s “why” helps gauge what drives them every day to try to do their greatest. When a candidate has a rooted cause to drive their stage of effort every day, this may end in a extra invested worker who not solely delivers outcomes but additionally has a private funding in themselves and their position.

Ask about how they labored earlier than COVID-19 and the way they work now. Have issues modified?

Distant work has modified the manner the workforce interacts perpetually. Even when your office is in the workplace full time once more, the talents and adaptability ensuing from COVID-19 have modified the methods many staff navigate troublesome conversations. Ensure to create questions tailor-made to your group’s distinctive challenges. COVID-19 created new challenges for a lot of, however it additionally shined a lightweight on earlier office inefficiencies and mishaps. Ask interviewees particularly about the challenges they confronted whereas working throughout COVID-19, and the way they solved them.

In at the moment’s setting, many onerous abilities, firm routines, and dealing patterns might be skilled remotely or on-line, however coaching future staff to empathize with their coworkers and group takes much more. As an alternative of expertise or abilities, workforce leaders want to concentrate on personality traits as a result of you’ll be able to’t educate personality. However you’ll be able to assist someone enhance their ability set and acquire expertise.

To assist measure, share your individual story throughout the interview course of. Spotlight the ways in which you’ll have struggled in your work amid COVID-19 and its shifting work setting. Doing so will permit you to pay attention to the manner your applicant reacts to change in the office. Do they share your concern, or glaze over your story? Interviews ought to all the time embody dialogue.


For management roles, establish what’s wanted to showcase emotionally as a pacesetter at your organization.

With versatile working, it has by no means been simpler to assist upskill staff, and it carries long-term enterprise worth, so it’s in every chief’s greatest curiosity to spend money on the instruments and infrastructure wanted to guarantee staff and to proceed to develop. Contemplate how the interviewee speaks about their strategy to educating and rising groups. How do they strategy serving to future staff increase their data and experiences?

As leaders, we additionally want to drive morale to preserve the highest working requirements, particularly in the wake of exits. Our staff want to see our assist and encouragement to execute at the prime of their sport and really feel empowered to enhance their abilities. How does the candidate reply interview questions on empowering others?

Vulnerability and transparency can solely go to this point. Your candidate should present an curiosity in rebuilding and rising below the new regular. The management tone wants to be balanced with an unwavering sense of optimism, i.e., the Ted Lasso strategy. Pay attention to the manner through which these in the interview course of saved their chins up throughout harder occasions. Do they share tales that spotlight their tenacity and grit?

Finally, contemplate candidates who contribute to firm tradition as well as to your workforce. Arduous abilities and firm processes might be taught in some ways, however creating an setting for the deeper improvement of emotional intelligence amongst staff begins earlier than the hiring course of. Making certain that your future staff are empathetic to the wants of others and perceive how to navigate troublesome conversations fosters an setting the place others can gracefully develop from their errors.

Earlier than you get to an applicant’s résumé throughout the interview course of, discover your individual manner to measure their optimism, tenacity, and emotional intelligence.

Deanna Haas is VP of operations and buyer expertise at