Emotional Intelligence in Recruitment: Truism?

We live in a world where 'obvious things' have become an often overlooked commodity. Meanwhile, in relationships between people, our ability to turn on our emotional radars is still crucial, making these relationships better, deeper and more satisfying.

This also applies to the purely professional aspects of running a company and selecting the best candidates for work.

Inclusive recruiting refers to the practice of attracting, selecting, and onboarding people from diverse backgrounds, ensuring equal opportunities for all candidates regardless of their gender, race, ethnicity, age, or other protected characteristics. Emotional intelligence plays a significant role in achieving this goal, enabling recruiters to connect more deeply with candidates, understand their unique perspectives, and support a more inclusive and equitable recruitment process. The ability to examine barriers and hidden biases that constitute an obstacle to the proper course of the recruitment process (on both sides) is the key to properly assessing the potential of a given candidate.

Emotional intelligence allows recruiters to develop empathy for candidates. The ability to understand and share the feelings of others is a key socially inclusive characteristic. When recruiters have high emotional intelligence, they can put themselves in candidates' shoes and recognize their individual experiences, challenges and aspirations. Empathy helps create an atmosphere of trust and understanding, so candidates feel valued for who they are, regardless of the differences they bring to the interview.

Effective communication is of great importance in the recruitment process. Recruiters with high emotional intelligence can adapt their communication style to appeal to candidates from a variety of backgrounds. They are able to use inclusive language, avoid prejudice and create a safe space where candidates feel comfortable expressing themselves. Effective communication helps bridge the gap between recruiter and candidate, creating an inclusive environment where open dialogue can take place and diverse perspectives are valued.

Moreover, emotional intelligence is crucial to making unbiased and fair decisions. During the hiring process, unconscious bias can unknowingly influence an interviewer's judgment. Recruiters with high emotional intelligence are more self-aware and recognize their biases, which allows them to mitigate their impact on the selection process. They are more objective in their assessments, focusing on candidates' qualifications, skills and potential rather than being influenced by irrelevant factors. This leads to a fairer evaluation of candidates and a greater chance for everyone to succeed based on merit.

Finally, emotional intelligence helps create a positive candidate experience. The recruitment process is not only about selecting the right candidate, but also about building relationships and maintaining a positive employer brand. A positive candidate experience enhances an organization's reputation, attracts top talent, and increases the likelihood that diverse candidates will consider future opportunities at the company.

In conclusion, emotional intelligence plays a key role in the inclusive recruitment process. It enables recruiters to develop empathy, practice active listening, communicate effectively, make unbiased decisions and create positive candidate experiences. By incorporating emotional intelligence into the recruiting process, organizations can foster inclusion, attract diverse talent, and build a workforce that represents and respects the diversity of our society. Inclusive recruiting not only benefits individual candidates, but also contributes to the overall success and development of organizations in today's globalized and diverse world.

Sounds obvious? Are you sure?