Emotional intelligence (EI) is relatively easy to define, but somewhat difficult to describe. I discovered years ago that this creates some challenges for executive recruiters discussing candidates’ EI competencies.
The goal of any interview is to step into the mind of the interviewee and determine if s/he will be a great fit for your company going forward. The better interviewing questions can ascertain the truth of someone’s past experiences, her future potential, and her ability to enhance your company culture. Utilizing better questions that foster critical thinking leads to better hiring decisions that help your company’s long term results
In January, the Wall Street Journal posed the question “Is the Paper Resume Dead?” As it turns out, the answer is “No.” Using information from HR recruiters and managers, as well as tracking sales of high quality paper stock at Staples, the author concluded that a paper resume is still a necessity, especially at places like career fairs.
It’s a confusing time to be in HR and experience the transition from paper resumes to employees who have a social media presence – perhaps even a brand! Employees and job candidates also suffer from the same confusion.
As the former Manager of Staffing for a Fortune 500 company and a career coach, I have counseled thousands of people about how to ace a job interview. Here’s my advice for preparing for the interview and for responding to typical interview questions.
Despite good intentions, almost every HR behavior my job-seeking friends complain about is something that I’ve done at one time or another.