January 21, 2010

Do hiring managers know your 'emotional IQ'?

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Ever wonder how some people manage to sail through the job search process? Even though you plan your answers meticulously and research positions as much as possible, there are some people who seem to know how to make a connection quickly and nail the interview every time.

True, an abundance of brains, charm and luck may have something to do with it. Career coach Lisa Caldas Kappesser, however, says something far more subtle is more often at work. The hiring managers are picking up on what she calls "emotional intelligence" coming from the interviewee. This isn't intelligence that shows up in someone's resume or work history, it comes across in the way a person communicates, both verbally and nonverbally.

In her new book "The Smart New Way to Get Hired: Use Emotional Intelligence and Land the Right Job," Kappesser describes how emotional intelligence can be measured by a combination of four skill sets: self-awareness, self-management, social awareness and social skills.

"Employers look for emotional intelligence when they hire or promote employees," says Kappesser, president of EQ Coaching Solutions. "They're developing structured interview questions and giving assessments that tap into emotional intelligence, because research has convinced them that such intelligence is a critical part of developing high potentials, star performers and leaders."

Here are a few techniques from Kappesser's book to help strengthen your four main skill sets and boost your confidence in time for your next interview.

Focus on three main points. Choose three messages that should be highlighted throughout your overall interview performance. It could be technical skills, experience or ability to solve problems. Whatever works for your particular situation, "plan how you will get these points across through your answers to interview questions," Kappesser says.

Research what the company needs. It's amazing how many job candidates still don't bother to read any further about potential employers beyond the job listings. "Employers admire candidates who show genuine interest in their company by being knowledgeable," she says. "Share with them how you plan to meet those needs."

Know your brand. "Ask yourself how you want others to think of you and remember you when you leave the interview," Kappesser says. If you emphasize what is unique about yourself, this image will remain in the hiring manager's mind and could help you stand out from the crowd.

Create a good communication flow. Demonstrate your interest and communication skills by asking questions, especially if you don't understand something, she says. But remember to be brief. "Let the interviewer ask for more details about any information you share," she adds.

Smile and show a sense of humor. It seems obvious, but many interviewees are too nervous to allow their sense of humor show through. A little levity, Kappesser says, "helps create a positive connection with the interviewer, which can give you the edge over other qualified candidates."

Randy Woods writes about job-search tools, networking techniques and other tips to help you land your dream job.

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Seattle Interview Coach | January 24, 2010 10:56 AM | Reply

Hiring managers are definitely looking for emotional intelligence indicators in traditional interview questions.

For example, the "What is your biggest weakness question?" is actually probing for an interview candidate's self-awareness and self-management.

Read more: http://blog.seattleinterviewcoach.com/2009/01/how-to-answer-what-is-your-biggest.html

- Seattle Interview Coach

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