{{B}}Hiring Wisely{{/B}}
Evaluating a person's relational abilities is a bit more difficult. Try the following techniques to ferret out a candidate's skills in the four dimensions of interpersonal work.
If you find yourself wanting to hire the candidate regardless of his talents, he's probably a master in the influence dimension. Some other signs to look for include a history of being elected to leadership positions and a broad and deep professional network -- especially outside the person's current place of employment. People who score high on influence frequently serve on the boards of relevant professional and social organizations. During the interview, pose questions with no right answer and then assess how confidently and persuasively the candidate expresses himself. {{U}}(9) {{/U}} Did it have anything to do with influencing a decision?
When you want to assess a candidate's adeptness at interpersonal facilitation, try asking him to describe a work situation in which two people were in conflict. {{U}}(10) {{/U}} Next, look for evidence of broad and deep personal and professional networks, especially inside his current place of employment. {{U}}(11) {{/U}} Finally, ask him to describe a job that he wouldn't want to do--not for lack of competence but for personal reasons. Would that position require an uncomfortable level of toughness toward other people, such as managing a turnaround in which a number of employees will lose their jobs?
To determine whether someone is relationally creative, start by having him describe a favorite advertising campaign, slogan, or image, and then have him explain why he loved it and found it so effective. Ask the candidate to describe a time when he was "in the flow"-- so immersed in his work that he lost track of time- and see whether he cites a task that required a high level of relational creativity. {{U}}(12) {{/U}} People who score high in this dimension frequently give creative or offbeat answers.
{{U}} (13) {{/U}} So be sure to ask the candidate about activities outside work and see if he holds a leadership role in any of them. Ask him, too, to describe his ideal job. Probe for details such as how many people he would be interacting with and in what way. Next, have him describe the best customer service operation he's ever experienced, either as an employee or as a customer. Notice how excited he gets while discussing it. {{U}}(14) {{/U}} Is he someone who inspires you to go out and give it your all? If so, he's got a special talent in the team leadership dimension.
A And since most people who excel in this dimension participate in some kind of good cause, ask him to talk about his experiences in that realm.
B If you find yourself wanting to hire the candidate regardless of his talents, he's probably a master in the influence dimension.
C Another way to gauge his interest and ability in this dimension is to ask about a peak moment he's had at work.
D People talented in this area usually have a long history of involvement with groups -- for instance, sports teams or social clubs.
E In fact, pay close attention to how much energy and enthusiasm the person exhibits during your conversation generally.
F Finally, ask what other careers he has considered.
G Someone who's talented in this dimension will offer an insightful explanation of what might have been going on under the surface of the disagreement.
H People who are skillful in this respect are more talkative and persuasive.