Why recruiters should include emotional intelligence in their hiring criteria

Before you read this article, let's play a little game. Think about all the colleagues you have worked with so far and who you would want to work with again or wish to work with. 

These people will either be: 

• The go-to person for any issues  
• Someone who is willing to help and support you 
• They possess excellent people skills 

It takes more than technical skills or domain knowledge to be a valuable worker; there is a social and human dimension that plays a major role in success. Unfortunately, not all of us possess the same degree of humility, compassion, leadership, and other ‘human-centric’ skills needed in today’s work environments.  

No business requires every employee to have the same level of skills for every role. But every good hiring manager looks for baseline emotional intelligence in their prospective employee. In fact, according to the Harvard Business Review, emotional intelligence accounts for nearly 90 percent of what sets high performers apart from peers with similar technical skills and knowledge. 

Emotional intelligence is becoming even more important in the age of automation. We are not just competing against humans but also against robots and machines that can automate at least 45% of work activities. With the advancement in technologies, when machines start processing natural language, an additional 13% of tasks could be automated. 

As our work lives become more technology-centric and specialised, the need for emotional intelligence to collaborate with other disciplines is crucial for success. That’s good news for those with soft skills; cooperative and collaborative traits, alongside transferable skills, are becoming an even bigger factor when it comes to hiring criteria.  

But what exactly do we mean when we talk about ‘soft skills’? From a hiring perspective, we can narrow these down to a set of specific traits which gives a good indication of how the prospective hire will perform in their new role. 

Critical thinking

The rule of "measure twice, cut once" holds strong when discussing critical thinking. Whatever the role, you need people who live by this rule. They need to be fully aware of all their options and take a wise decision with care.  

Critical thinking helps solve problems, build strategies and enhance a person’s ability to do their job better. You need to look for a candidate who doesn't settle for something that they are not convinced by. They should be curious for more knowledge, ask questions and be willing to do the research before they put forth any plans or ideas.   

Traits to look for in your potential candidates can include: 

• Objective in their approach to work 
• Rational and not impulsive 
• Modest, humble and reflective  
• Observant and active listener  

Curiosity

Curiosity is a natural human trait. But it takes courage to ask questions and spark change. Being curious can be an enormous asset, especially in the workplace. It shows one's desire to learn and grow. Curious people tend to make better-informed choices, improve their team's performance, and adapt better to changing market conditions and uncertainties. Every worker is bound to hit a roadblock at work and in life; looking for evidence of this trait is a good indicator of how well they will adapt to their role.  

Traits to look for in your potential candidates: 

• They ask WHY and lots of good questions 
• They make time for research and reflection 
• They are open to the opinions and ideas of others 
• They are comfortable saying, "I don't know; let me find out"

Emotional intelligence

Higher emotional intelligence is attributed to a person's ability to identify, understand, manage and harness their emotions and those of people around them. Emotional intelligence is a vital skill for interpersonal communication. When speaking your mind, you understand what to say, be thoughtful when you say it, and think about how you say it. An emotionally intelligent person is likely to excel in leadership positions. On the flip side, those lacking in emotional intelligence often act impulsively without thinking about the consequences of their actions, affecting them or their team.  

Traits to look for in your potential candidates: 

• Take feedback constructively instead of thinking of it as personal criticism  
• Support colleagues by recognising their emotions and work to reduce undue pressure in the team 
• Keep calm and be productive under pressure 
• Help resolve conflicts 
• Create a workplace where everyone in the team is free to express themselves openly 

If you are looking to build a strong team, here are some statistics for thought: Studies suggest a 400% increase in the retention rate of employees who feel 50% more inspired and over 40% increase in productivity. One study also suggests that emotional intelligence training can yield an ROI of 1484% on investment.

Collaboration

We spend a considerable amount of time at work. So, while we do some serious work, the atmosphere in the team should be informal and light-hearted where appropriate. Collaborative people strive to put the team first, look out for the development and well-being of one another and treat all their teammates with respect and fairness. They are inclusive and embrace diversity.  

To foster a culture of collaboration, consider the team's strategic goals and how each team member's personality traits and skills come together to enhance team outcomes and collaborate better. 

Traits to look for in your potential candidates: 

• Should be flexible 
• Is an active listener 
• Is a problem solver 
• Has effective communication skills 
• Has a positive attitude

Adaptability

Given the massive shifts in our work lives since the pandemic, a degree of uncertainty is now a fact of life at most organisations. A new hire’s tolerance for ambiguity and uncertainty can be a good indicator of their adaptability. How comfortable are they with changes in their environment? Are they able to respond quickly to changes? Are they flexible in considering new ideas and staying just as productive?  

Workplaces demand a constant need for change, and adaptability is a great skill to have. New managers, new co-workers, new ideas, new products, new teams and new roles are all possibilities. Traits to look for in your potential candidates: 

• Have an open mind 
• Willing to experiment 
• See the opportunity above obstacles 
• Are a true team player

Leadership

Leadership skills are not just necessary for those who lead a team; it is a skill you must seek in candidates at all levels. Leaders are articulate, make themselves available to the team to discuss plans, issues and concerns, listen to the opinions and suggestions of others, reduce ambiguity, delegate work efficiently, facilitate communication and, above all, are trustworthy and trust their team. A leader, must make several decisions that do not have a clear answer, so they need to be able to think outside of the box. 

Traits to look for in your potential candidates: 

• Are transparent and show integrity in every decision at work 
• Are willing to take accountability 
• Are decisive and a problem solver 
• Can build and maintain a strong team 
• Are willing to mentor others 
• Are dependable 

Here's Top 6 Leadership Skills: Definitions and Examples to learn more about what good leadership skills can look like. 

All these elements come together to create what is commonly called and organisation’s ‘work culture’. What values does the organisation value and reward? What behaviours do they hire for and encourage?  

Culture fit is a significant deciding factor when screening candidates for a role across Australia. Every employee has a part to play in their organisation's growth story, work culture and innovation.  

Having the right mindset, emotional intelligence and soft skills are the key to future-proofing your team and your organisation. The most consistent barometer of high-value, adaptable and productive employees is how they treat those around them and conduct themselves even when no one is looking.