You better be because most organizations have learned Emotional Intelligence is the key to identifying which candidates will be successful employees – much more than hiring for knowledge, technical or clinical expertise.
Showcasing your Emotional Intelligence will give you a huge competitive edge
There’s nothing new about the concept of emotional intelligence. The term became a part of the standard business lexicon in 1995 when author and psychologist, Daniel Goleman, analyzed jobs and found that 67 percent of the 181 competencies that distinguish the best performers at work are emotional competencies. In fact, when compared to Intelligence Quotient (IQ) and expertise, EI mattered twice as much! This explains why the interview process is longer and more complex.
Companies are using:
- EQi based assessments as part of the screening process
- Internal recruiters often ask a few EQi questions to decide which candidates are passed on to the hiring manager
- Many companies are training their leaders how to assess EQi by asking interview questions such as the following.
These questions have been carefully researched and validated at identifying the most relevant EQi attributes are critical to the specific position.
Ready for a leadership position? Good for you. Interviews for a management or executive role are more strategic oriented and focus more on emotional intelligence than your technical skills. It is just a different experience all together than what you have experienced up to this point in your career.
- Win their trust
- Help them see you in the position
LEADERSHIP INTERVIEWS INCLUDE:
- questions about your prior accomplishments which align with the position you are interviewing for and
- responses to questions which demonstrate your leadership and mentoring styles.
Your goal is to impress, build intrigue and trust
Get them to invest their energy in you first
Early on in the interview, ask the interviewers to define what their ideal candidate looks like, what they personally like best about the organization and as much information as you can about the company’s priorities. Add to the responses with the research you have done, such as competitors for example.
The DREADED salary questions – answer in “ranges” such as:
- My total compensation has been between $100,000 and $260,000 the past three years
- My base has been $50,000 but my annual bonuses have ranged between another $50,000 and $200,000
- I am hoping to find a position paying at least 6 figures
Then ask them, “Can you provide me with the budgeted salary range for this position?”
Are you ready to take your career to the next level – manager, director or even the C-suite? If so, you must prove that you are the most compelling candidate and stand out as the clear choice. How?
- Speak to your past accomplishments
- Translate your achievements to fit the needs of the organization
- Be prepared with your vision and strategy
The leadership interview experience is far different from what you have had in the past.
And you thought your prior job interviews were grueling…………
What’s critical for your success?
- Deep knowledge of the industry
- Business acumen
- Analytical skills
- Emotional Intelligence
Beyond these, though, a leader candidate is expected to demonstrate the following:
- Executive Branding
- What are your strengths?
- What are your values?
- What do you do better than anyone else?
- What differentiates you?
- The interview process is longer and more complex
- Day long interview agendas are typical and include interviewing with individuals, panels and over lunch and/or dinner
- Your leadership may be “tested” with problem solving exercises, simulations and case studies – especially if chosen as a finalist
- Be proactive and share your 30-60-90 day plan even if not asked
- Present what you would do the first 30 days, 60 days and 90 days
- This requires a deep understanding of the prospective organization, its challenges and its competition
- Your plan reveals your priorities and your forecast of success milestones
- Research, research, research is essential to be able to answer the interview questions
- The questions you ask will reveal your preparation for the interview as well as your knowledge, creativity and grasp of the position’s role in the organization
Other expectations as you progress up the career ladder:
- Impressive on-line foot print
- What does your Google search look like?
- Do you have leadership presence on LinkedIn?
- Linked in connections – who do you know and who knows you?
- Thought leadership
- Have you shared knowledge and best practices with colleagues in your field or industry?
- Linkedin group discussions
- Linkedin updates
- Are you discoverable in other online searches?
- Organizations and affiliations
- Awards and honors recognizing your contributions
- Emotional Intelligence is often the deciding factor when you face stiff competition and most of the candidates have similar work experience to yours. Employers interview and hire for individuals who are:
- Agile and adaptive to change
- Stress tolerant
Job seekers competing for leadership positions must know and be prepared for a long and arduous process, convey an executive presence and succeed at proving that they are worthy of being selected.
Interested in reading more about job search and career success, career branding, resumes and linked in profiles that get you noticed, and acing interviews? Check out more than 60 articles on http://www.CareerWisdomCoach.com or contact Patricia@CareerWisdomCoach.com