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Sep 04

How to Use Behavior-Based Questions to Gauge Emotional Intelligence in the Interview

By Angelica Rains Hiring Strategies, Interviews

One of the goals of an interview is to assess whether the candidate has the emotional intelligence needed to succeed in the job. An emotionally intelligent person demonstrates self-awareness, empathy, motivation, and strong social skills. These tips will help you develop behavior-based questions that can effectively gauge emotional intelligence during the interview.

Facing Challenges

An important aspect of the candidate that should be assessed is how they face challenges. One way to do this is by asking about professional demands they have faced. Have the candidate tell you about past trials they encountered in their job and have them explain how they overcame it. This will give insight into how they approach problems. The focus of this question should be on finding candidates who are excellent problem-solvers and aren’t afraid to take on new challenges. Finding employees who can take a difficult situation and turn it into a positive is essential.

Resilience and Stress Management

The ability to bounce back from adversity is a powerful life skill to have. One way to assess a candidate’s resilience is to ask them about past projects that required them to work under pressure. Have the candidate talk about professional projects they have worked on that were stressful or that ultimately failed. Executive support positions come with a certain amount of stress. There are deadlines and goals that need to be met. It’s important to understand how a candidate behaves under pressure. Do they shut down when things become too tough, or do they push through and make the best of the situation? The goal is to find talent who has the emotional maturity to thrive in intense situations.

Proactive Drive

To ascertain a candidate’s level of drive, ask them whether they have ever assisted in establishing new goals for a company. Allow the interviewee to discuss a time where they helped establish new goals or objectives for a company they worked for. This can reveal a lot about a candidate. Are they proactive? Can they identify shortcomings within the company? If they managed to convince management to implement a new objective, this shows they are persuasive.

Growth and Leadership

In executive support roles, it’s vital that candidates have great leadership skills, adaptability, and a willingness to grow. To get an understanding of their strength in those areas, ask them if they changed the scope of their role in their last job. How did they redefine the position and why did they feel like they needed to? Did other coworkers follow suit and redefine their own roles? It’s helpful to see how well the candidate can adapt and grow. A candidate who is confident enough to take on additional responsibilities and has strong leadership skills will rise to the challenges of a new position.

Behavior-based questions are the most important questions you ask during an interview. These questions allow you to understand how a candidate would perform if they land the job. One of the goals of behavior-based questions is to assess the candidate’s emotional intelligence– how they handle stress, if they are proactive, and if they have the skills to readily adapt to change.

Aug 28

Professional Attention Deficit Disorder

By Angelica Rains Career Guidance, Leadership

foIn the manufacturing economy, time was the currency. Systems were designed for maximum efficiency, and effectiveness was simply how much time could be dedicated to the process. The assembly line is a perfect example! In today’s information environment, directing our attention in the right places for the right amount of time and focus is the key to effectiveness.

Curious if you suffer from Professional ADD? If you have already been distracted at some point during the first paragraph, no assessment is necessary!

You are frequently distracted from your current activity, by others, or by your own lack of focus
You finish your day and are surprised how little you actually accomplished despite the fact that you felt “busy” all day
You have a to-do list of important items but always seem to be distracted with more “urgent” activities
You find it difficult to fully focus on another person without thinking of other matters
You check and respond to your email, text messages, instant messages, etc. constantly
You feel a sense of “information overload” frequently
You think you are a great multi-tasker
You are addicted to urgency and pride yourself on being the best “fire fighter”
You love being in the “zone” but are frustrated by how infrequently you truly find yourself in that place of maximum effectiveness

If you checked the box to most of these then you may be suffering from Corporate Attention Deficit Disorder. The good news is that it is curable, and you can fill your own prescription.

Create Golden Hours

Establish certain times each day when no one can distract you or each other. The only distractions or interruptions should be emergencies; educate your environment when it is best to get with you by phone or in person for activities that are not both urgent and critical.

Loosen your Electronic Leash

At least four times per day, set 45-minute time blocks where email, instant messages, and any other electronic distractions are turned off. Each time block should be dedicated to fully focusing on a specific activity that you have predetermined for that time. Very rarely is anything so urgent and critical that it cannot wait for a reply within an hour; you may even find that issues solve themselves without you having to.

Prioritize Long-Term Projects

Make a list of all your current important projects that are not urgent. Now, assign at least two one-hour slots a week to do them. Keep these appointments with yourself the same way that you would with a client; do not allow yourself to book anything during those times unless it is a true emergency. If you don’t begin to do some of the strategic work now, when will you? An attic is easier cleaned a few boxes a week rather than the entire attic in a weekend.

Minimize Multi-tasking

There are some times when multi-tasking and bouncing from one activity to the next is both unavoidable and necessary. However, the majority of periods you find yourself busy, multi-tasking, and rushed are self-created and counter-productive in the long run. Practice being fully present and engage in one activity at a time. If someone stops by your office while you are typing an email, ask them to send you an email to schedule a meeting so that you can truly focus on their needs when it is mutually convenient.

Create Blocks of Similar Activities

A doctor does not check emails in the middle of surgery, and a lawyer is not accepting incoming calls while the opposing counsel is grilling his client. What makes the critical responsibilities of your role less deserving of your own concentration? We all like diversity and variety but do your best to plan activities in such a way that complementary activities can be done in groups for maximum effectiveness.

Find the Right Work/Life Balance

Just as your time at work should have focus and intensity in each activity, so should your time away from work. Being fully present in all your interactions includes those outside of work. When you find your mind drifting to work related activities while with friends or family, remind yourself to focus back on the people or activity at hand.

Aug 21

How to Work with a Search Consultant Effectively

By Angelica Rains Career Guidance

When considering a job in C-level support, it is beneficial to know how to work with a search consultant effectively. Partnering with a placement firm can open the door to sought-after opportunities, but only if the partnership is approached strategically. Below are tips for working with a search consultant to maximize chances of landing a key support position.

Share as Much Information as Possible

The quality and frequency of communication largely determines how effective the relationship between job seeker and placement professional will be. Sharing likes and dislikes about past and present jobs, career growth goals, current function and compensation, and preferred change in those areas are all important for a search consultant to know. This information will guide the search for a career that’s the ideal fit for both company and employee.

Direct and Clear Communication

For a partnership to run smoothly, it’s essential to have clear and timely communication. Prompt responses within 24 hours and immediate feedback following an interview allow a search consultant to adjust the strategy for a more tailored fit. The more a recruiter knows about the perceived benefits and drawbacks of a company, the easier it will be to find an opportunity that meets all needs.

Be Smart about Online Presence

When working with a placement professional, social media accounts should be set to private. Employers look closely at candidates’ posts. Anything that could possibly be considered oversharing, inappropriate, or rude could cost someone a job opportunity. In general, avoid anything that could potentially harm the first impression of a potential employer.

Ask for Constructive Feedback

Search consultants have seen countless resumes and applications during their careers. They also have a deep understanding of effective interview preparation and follow through. Job seekers should ask for feedback in any area they want clarification or improvement. The recruiter can review a resume for ways to improve the content and format, practice interviewing skills, and assess ways to improve.

Working with a search consultant is an excellent way to land an executive support position in line with personal career goals. To make the most of this partnership, candidates should take advantage of their experience, communicate objectives clearly, and share as much information possible about current roles and responsibilities.

Aug 14

Good Leadership Can Help You Overcome the Challenges of Onboarding

By Angelica Rains Hiring Strategies, Leadership

Retention of high-quality, motivated professionals is essential for an organization’s success. This is particularly true for C-level support. High turnover adds to expenses and can lower the morale of the entire company. It’s important to develop the full range of competencies needed to successfully onboard new talent and establish them in your organization. Here are some helpful tips on how solid leadership will help overcome the challenges of onboarding and improve overall retention.

Communication Challenges

A prominent challenge many leaders experience is making assumptions about expectations without actually communicating them directly. While intuition can be an important part of success, it can never be a substitute for clear communication. During the onboarding process, leaders need to speak with new employees often to learn what they need to feel comfortable. Most new employees want to set goals and milestones. Onboarding is a good time to set expectations so they have a clear sense of direction from the start. Talk with new employees regularly to learn about their career goals, current objectives and help them develop a plan. Search consultants can support managers with appropriate questions to ask as they understand the concerns of new hires as well as client companies and can align intentions to a mutually beneficial outcome.

Expectation Challenges

Another important issue for transitioning new hires is time management. Often managers who are new to onboarding think it’s a one-week process. Many new leaders grow frustrated because the process requires more time than they expected. A search consultant can help establish some guidelines for the process. They can make sure both parties understand what to expect from onboarding and training. Even the most qualified candidates will require thoughtful training and communication. They have an entire organization to become acquainted with.

Onboarding Tips

An effective onboarding process often takes several months to a year. In the first 90 days, the goal should be to make the new hire comfortable, while establishing clear expectations and ensuring that everyone understands objectives. An executive should have a 30-day, 60-day, and 90-day meeting with their new employee to review goals and share feedback in addition to daily action items and priorities. Our search firm offers a post-placement program where we meet with the leader and new hire on a monthly cycle, through some of the most difficult challenges and then move to a 9-month and 12-month check-in. The goal of the meeting is to exchange feedback and foster a connection and sense of shared accomplishment.

Good leadership and direct communication will enable a thoughtful and effective onboarding process ensuring your new employee is established in a timely manner and can begin meeting the goals and priorities you set together. Providing clear communication and immaculate guidelines are essential keys to a smooth onboarding process. Once an employee trusts you and feels supported, they’re much more likely to be productive and stay loyal to the organization.

Aug 07

Career Advancement: Why Should You Take a Recruiter’s Call?

By Angelica Rains Career Guidance

Many people reject calls from recruiters because they are unaware of the many advantages of working with them rather than job hunting alone. Even for those not seeking a new job, search consultants can open the door to exclusive opportunities that others don’t have access to. Taking the time to speak with a recruiter could result in an unexpected career advancement. Below are some of the excellent reasons to work with a search consultant.

Recruiters Have an Expansive Network

Niche recruiters are extremely well connected. They have exclusive, confidential access to some of the most desirable jobs in the field of executive support. High profile executives frequently work with search consultants, which means that the jobs are not advertised or accessible to the average person looking for employment. In addition, working with a recruiter is particularly important in high profile executive support because of the specialized skills and experience required.

You’ll Learn Valuable Insights about Your Marketability

Well-connected recruiters have worked with hundreds of candidates, so they can help job seekers assess their skills, compare to the competition, and have an informed idea of appropriate compensation. For those who are already employed, recruiters can introduce them to opportunities for career growth, gauge salary based on current rates, or find a better fit. Regardless of employment status, search consultants can give a better view of their function and market value.

Everyone Benefits from Career Consultation

It’s beneficial to get advice from an expert, whether happily employed or looking for a job. Niche recruiters have more data about that career than anyone else. They understand what function those in executive support provide to an organization, their value in terms of compensation, professional potential, and the marketplace as a whole. They can help negotiate a raise or a promotion or find a company that’s the ideal fit. Whether someone is happily employed or not, speaking with a recruiter is a wise choice.