Emotional Intelligence, or EQ, plays a significant role during the recruitment stage for both recruiters and candidates. For recruiters, understanding the components of EQ and applying them in practice results in more genuine interactions with candidates, which positively impacts their lives, not just their recruitment journeys.
These days, successful recruitment is not solely about finding the right candidates who fit the job description; it requires a deep understanding and effective communication with candidates to succeed.
Being emotionally intelligent in recruitment can lead to:
Dealing with job rejections is not easy, especially if a job's salary is a person's main source of income. Candidates with strong EQ can stay focused and resilient despite job search stress, but sometimes it takes a recruiter to alleviate the stress an individual is feeling. Recruiters don't merely offer jobs; they help jobseekers better navigate their job search to increase their chances of getting hired. Recruiters can also share relevant information about highly-valued skills that employers are looking for.
When candidates feel discouraged and afraid, recruiters can help motivate them and maintain a strong mindset. It is the recruiter's responsibility to provide a valuable experience to candidates, whether they get the job or not.
Interpersonal intelligence is the ability to better understand and respond to other people's feelings, both positive and negative. Intrapersonal intelligence is one's capacity to embrace their thoughts, beliefs, and values, and then bring them to life. Both are important inside and outside of the office.
A recruiter who demonstrates the value of interpersonal and intrapersonal intelligence through their actions during the recruitment stage is someone who leaves a lasting impression. Strong interpersonal and intrapersonal skills lead to better communication, collaboration, and empathy.
EQ is considered a critical component when hiring someone, not only because of their skills but also their ability to impact company culture. Recruiters with strong EQ can easily identify candidates who are also emotionally intelligent and resilient.
Many soft skills that employers value are aligned with EQ, including communication, teamwork, leadership, interpersonal skills, and work ethic. A professional's capacity to positively impact their work environment can result in profound productivity and a more strategic way of working.
A better recruitment experience and higher retention:
EQ can enhance the candidate or recruitment experience because it centres on empathy and authentic care for one another. The four components of EQ—self-awareness, self-management, social awareness, and relationship management—are all present during the recruitment experience and even after.
A positive recruitment experience between candidates and recruiters builds trust, which can lead to a better employee experience and ultimately improve retention.
Emotional Intelligence isn't limited to recruitment alone; it should be integrated into every aspect of an individual's employee experience. This is why organisations should incorporate EQ into all their interactions with their employees.
Author quick BIO:
Jane Ng has been with Asia Recruit since 2014 as a Consulting Manager. She has more than 20 years of experience in recruitment across different industries. Jane’s contributions and expertise helped the company become more strategic when providing recruitment services to both clients and candidates. Her insights and expertise are valuable to the entire Asia Recruit team.