How can you assess a candidate's communication style during the hiring process?

1 Why communication style matters

Communication style is the way a person expresses their thoughts, feelings, and opinions verbally and non-verbally. It can influence how they interact with others, handle conflicts, solve problems, and persuade others. A mismatch between a candidate's communication style and your organization's expectations and values can lead to misunderstandings, frustration, and poor performance. On the other hand, a compatible communication style can foster trust, collaboration, and mutual respect.

2 How to identify communication styles

Different frameworks and models exist to categorize communication styles, but one of the most common is based on two dimensions: assertiveness and responsiveness. Assertiveness is how direct, confident, and forceful a person is in expressing their views and needs, while responsiveness is how sensitive, empathetic, and emotional a person is in relating to others. From these two dimensions, four main communication styles emerge: analytical, driver, amiable, and expressive. Analytical communicators are logical, factual, and detail-oriented; they value accuracy, data, and evidence. Driver communicators are decisive, goal-oriented, and action-oriented; they value efficiency, results, and control. Amiable communicators are cooperative, supportive, and relationship-oriented; they value harmony, consensus, and loyalty. Lastly, expressive communicators are creative, enthusiastic, and vision-oriented; they value innovation, recognition, and excitement.

3 How to assess communication styles

To assess a candidate's communication style during the hiring process, you can use a combination of methods, such as asking behavioral questions, observing their verbal and non-verbal cues, and using personality tests or assessments. For example, you can ask questions about how they handle conflicts, present ideas, or negotiate salaries. Additionally, you can notice their tone, volume, pace, eye contact, gestures, and posture. Lastly, you can use assessments like the DISC assessment, Myers-Briggs Type Indicator (MBTI), or Communication Styles Inventory (CSI) to measure communication preferences and styles. By using a combination of these methods, you can gain valuable insights into a candidate's communication style.

4 How to adapt to communication styles

Once you have assessed a candidate's communication style, you can use this information to tailor your communication approach and build rapport with them. Matching their level of assertiveness and responsiveness is key - for instance, be more direct and concise with driver communicators or more supportive and empathetic with amiable communicators. Additionally, using appropriate language and examples is important - for example, use data and evidence to support your arguments with analytical communicators or use stories and testimonials to illustrate your points with expressive communicators. Lastly, respecting their preferences and needs is essential - for instance, give them time and space to think and process information with analytical communicators or give them feedback and recognition with expressive communicators.

5 How to leverage communication styles

Finally, you can use your knowledge of communication styles to leverage the strengths and address the weaknesses of each style in the context of salary negotiations. For instance, analytical communicators can be encouraged to be more confident and assertive in stating their value and expectations. You can help them prepare and practice their negotiation strategy and script, as well as highlight the benefits and risks of the offer and the alternatives. Driver communicators should be challenged to be more flexible and cooperative in finding a win-win solution, while acknowledging their achievements and goals. It is also important to emphasize the importance and urgency of the offer, as well as the consequences of delaying or rejecting it. Amiable communicators should be supported to be more proactive and decisive in expressing their needs and interests, while building trust and rapport with them. Lastly, expressive communicators need to be motivated to be more realistic and focused in evaluating their options and outcomes. Validate their feelings and opinions, while showing them how the offer meets their needs and desires.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?