Beyond resumes and credentials: the emotional core of hiring
In executive recruitment, traditional metrics like experience, qualifications, and past achievements often dominate the evaluation process. But at Vanderbloemen, that doesn’t quite cut it. In our realm of faith-based and values-driven executive search, a candidate needs more than an impressive resume. They need what we consider to be the most important factor of all: emotional intelligence (EQ).
EQ encompasses self-awareness, self-regulation, motivation, empathy, and social skills. On our end, it’s essential that our team have high EQ. Otherwise we’d never be able to find top talent and pair them with organizations at a tissue match level. Likewise, our candidates need to have high EQ. Otherwise, they’d never be able to be successful in their roles. For us, recognizing and valuing EQ on both sides of the negotiation table can significantly elevate the quality and success of our searches.
Emotional intelligence for recruiters
When you’re on an executive search team, EQ is the most powerful tool in your drawer. Here’s why we value EQ at Vanderbloemen:
Understanding client needs and candidate fit: We rely on our EQ to better gauge not only an organization’s spiritual requirements for a role but also their organizational culture, team dynamics, and emotional landscape. This deeper understanding enables us to identify candidates who will not only excel in their new positions but also seamlessly integrate into the church or values-based business community.
Building trust and rapport: Emotional intelligence fosters trust. We try to be a team of consultants and recruiters who are empathetic and self-aware. This helps us build stronger connections with both clients and candidates, leading to more honest and productive interactions.
Navigating complex negotiations: The executive hiring process often involves delicate negotiations, especially for the organizations we serve. Our high EQ helps us navigate these discussions with tact, diplomacy, and sensitivity, benefiting both our clients and our candidates.
Emotional intelligence for candidates
Whether you’re working with a recruiter or going it alone, make yourself a standout candidate by working on and demonstrating your high EQ. Here’s why:
Self-awareness and articulation: Top candidates possess strong self-awareness effectively articulate their strengths, weaknesses, values, and career aspirations. This clarity helps us–and potential employers–see their true selves.
Adaptability and resilience: Executives with high EQ are typically more adaptable and resilient, traits that are highly valued in leadership roles, particularly the type of leadership roles we help fill. They can handle pressure, navigate change, and build effective relationships with diverse stakeholders, an essential part of the job for most if not all of our searches.
Empathy and collaboration: Empathy is always a plus no matter who you are or what kind of job you’re looking for. We’ve found that candidates with strong empathetic skills can build rapport quickly, understand the needs of their teams, and foster collaborative environments. In ministry and leadership roles, these abilities are essential for success.
When emotional intelligences align
When both sides of the hiring process possess high EQ, truly inspiring things can happen.
- They get each other, increasing chances of a successful placement
- The risk for misalignment is reduced because there’s less chance for misunderstandings and wrong judgement
- Healthy dynamics are established and frustration is diminished
Key aspects of EQ to consider
Strong resumes are good, but strong EQ is better. At Vanderbloemen, we look for both. By seeking candidates with high EQ, we can make the hiring process smoother and more successful. Strong EQ on both sides leads to fostering stronger connections, better cultural fits, and ultimately, greater organizational success.
