Social Intelligence — Should you go with your instincts?

We all experience situations where we make decisions based on our instincts or gut feel, and often, this intuitive approach works well for us. The feeling that something is not quite right about a deal. Or that niggle that tells us not to trust what someone is telling us.

Introducing social intelligence

We are designed to conform

And as we are all built to connect with others, those emotions are catching, just like a cold! We can find ourselves empathetically aligning our expressions and responses with theirs, which fools our brains into experiencing the same emotions — known as ‘emotional contagion’.

But what about when it comes to interviews?

We’d say no. This is where social intelligence needs to be applied.

Social intelligence helps us to override these automatic responses so that we can make less biased judgements and, in turn, make balanced decisions.

Let’s say there’s an interview panel of four. It’s clear from their mood and expressions that the first three really like the person. The fourth isn’t so sure. But emotional contagion may well come into play.

They will have picked up signals and unconscious bias from the others. And they may be swayed by social factors such as the seniority of other panel members, as emotions flow especially strongly from those perceived as more socially dominant. There’s a good chance number four will go along with the majority.

Applying social intelligence reduces unconscious influences

  • Give the candidate your full attention. Remove distractions such as your phone or email notifications
  • Maintain eye contact. If interviewing remotely, close down the window with your image and line up the camera with your eyes
  • Demonstrate active listening such as nodding, leaning forward, and asking questions
  • If the interview is via a panel, collect feedback from each person individually
  • Screen the panel’s comments for any unintentional bias
  • Practice diversity when choosing the interview panel
  • Use pre-interview assessments that measure job-related abilities
  • Use cognitive measurement techniques to understand the candidate’s problem solving and reasoning abilities

Bring social intelligence to interviews, and you can make a conscious evaluation of a candidate’s skills, abilities, and background. The result will be an expanded talent pool and a more diverse workforce.

Originally published at https://www.proactive.it on February 15, 2021.

http://Proactive.IT The UK SPECIALISTS in IT RECRUITMENT The experience to know what matters. The ability to make it count. #UK #ITjobs #recruitment

http://Proactive.IT The UK SPECIALISTS in IT RECRUITMENT The experience to know what matters. The ability to make it count. #UK #ITjobs #recruitment