Emotional Intelligence for the Job Seeker

The following article titled "Emotional Intelligence for the Job Seeker" was written by Susan Penn, a Human Resources member of InlandNet. Susan has been a Senior Director of Human Resources for companies such as Charlotte Russe and Lawrence Merch. If you have any questions please contact Susan at susan.penn@att.net.

Emotional Intelligence for the Job Seeker

Susan Penn
Human Resources Business Leader

There are few times in an individuals life that will require more emotional intelligence (EI) than during a career transition. The shift of identity that occurs as a result of not having a job can be profound. In these unprecedented times, a job search requires more patience, courage, self-awareness and relational skills than ever before. During a time where more is required, less is offered and jobs seem to be few and far between, the job seeker strives daily to demonstrate confidence and a positive attitude. This requires great courage and EI in environments where employed and unemployed alike are emotionally affected by the downturn. Temporary though these times may be, current realities emotionally affect us all and also provide great opportunity.

Job search strategies focus predominantly on aspects such as preparation of resume, marketing materials, attending networking meetings and events, learning to speak to your brand and value, mock interview practices, and more. Preparation and technical skills are the price of admission but may represent only 25% of what is needed to win the race.

What is EI? Emotional Intelligence describes the ability, capacity and skill to identify, assess, and manage the emotions of one's self, of others, and of groups. It includes the ability to accurately perceive emotions, to access and generate thoughts which affect emotions, and to reflectively regulate emotions so as to promote emotional and intellectual growth. The tools of EI include (1) self-awareness, (2) self-regulation, (3) motivation, (4) empathy and social skills. If you are in transition and looking for a job right now, you’ve no doubt been tested and challenged in all of these areas.

Self-awareness:
Time and time again we are thrown into empty-canvas situations that require us to look at ourselves and our patterns of behavior and reinvent ourselves. We can fight new realities or learn to identify them, increasing the ability to adapt, learn, change and grow. Self-awareness informs us that the last time we didn’t really feel like going to that networking meeting, but went anyway, that we were happy we did, and that the energy shifted and our focus was regained. Self-awareness helps the job seeker to sense and be directed in ways that will bring in new information and provide new approaches.

Self-regulation:
The imperative to make a living can easily obscure objectivity and the ability to be open to new directions and alternatives. The self-aware jobseeker can sense when s/he is in a cul de sac and make a shift. For instance, a friend of mine realized that she was spending 75% of her time assisting others in their searches. While this is a noble and compassionate aspect of my friend, and a value in her professional role, it was not adaptive to her current reality which required that she put herself first (while continuing to value her need to assist others). Another networking buddy became consumed by the search to the point of job search burnout. This intensity was conveyed to potential employers and was counterproductive. His awareness led him to step off the treadmill, disciplining himself to take breaks from email, and literally forcing himself to exercise, spend time with friends, and create space for a new opportunity. In his words he learned to “let go” so that he could “let something new come.” What “came” was a shift that allowed him to objectively look at how he was utilizing his time, and to redirect the search in ways that were more productive and fulfilling and ultimately led to a sought after position.

Motivation:
Key to motivation is how the jobseeker frames his/her reality. While it may be true that I wasn’t selected for a position, it is not true that “Nobody wants me.” Utilize self-awareness and re-frame thoughts that downgrade your abilities, personality, who you are. It is vital that you be your number one marketer, promoter, friend, while at the same time utilizing what you learn from each experience to help you succeed in the next. Learn to “catch” and dismiss negative talk, or at least to see it as weather passing through that does not relate to who you really are.

Focus on what you want to be able to say once you’ve landed and are looking back. Of course it’s difficult to be in transition due to the mere uncertainty and financial pressures. This does not mean that you cannot accomplish life goals that are important to you. Are you healthier, more fit? Did you have the opportunity to write that article you’ve been wanting to write? Did you improve your golf game? Did you meet people who you value and who value you? Did you learn a new skill, take a backpacking trip, create a valuable transition or gap between your last job and your next? These aspects add value, improve attitude and benefit you and your future employer.

Empathy and Social Skills:
The ability to build empathy and social skills begins with numero uno. Hold your own value close to you heart. People and companies can behave badly, for instance, not getting back to you after a significant round of interviews and investment of time and energy. This can be de-motivating, to say the least. Catch yourself when taking it personally, bring yourself back to your own inherent worth and dignity and continue to move forward.

The reliance on others and the imperative to build relationships in order to be successful in the job search is a high level opportunity for the job seeker. If seen as a temporary surrender of self-reliance and sufficiency, it will be missed! In many instances, job seeking individuals have told me that their job search has changed them forever, that they will be more open to helping others, think out of the box when it comes to candidates, more responsive to requests for assistance or information, and more. They have learned to never be entirely dependent on a company to fulfill their relational needs and have learned to value the reliance that we humans have on each other. These are competencies that will enhance and advance.

Daniel Goleman, author of “Emotional Intelligence” states that while “IQ and technical skills are important, emotional intelligence is the sine qua non of leadership.” (What Makes a Leader, Harvest Business Review, Daniel Goleman). Our organizations and economy will not always be in a contracted place. When stabilization begins to occur, organizations will again begin hiring and building their organizations, targeting individuals with progressive leadership skills able to lead an organization to a new place. There is opportunity for those in transition to utilize transition to develop life skills which will add to leadership capabilities and add immediate value to growing organizations and communities in the emerging future.