How Not to Hire by Emily Kumler

Author:Emily Kumler
Language: eng
Format: epub
Publisher: Harpercollins Leadership
Published: 2020-06-16T00:00:00+00:00

Because Levine prioritizes credentials and social

intelligence equally, he uses both the interview and

the candidate’s references to get a more complete

picture. And what he’s learned is that informal

personal references are always the best way to

really know someone.

“Over the course of twenty years, since graduating from law school, I would say one thing to be aware of is that I find that you can’t necessarily pair somebody’s academic credentials with social intelligence. In the professional context it’s great when somebody is book smart and they’re able to make connections in their mind quickly and be able to explain complex information and digest it quickly,” Levine said. “But it doesn’t necessarily mean they have the social intelligence and that’s what you’re supposed to be able to suss out in an interview, which is a tall order when you’re only meeting somebody a single time. So, I guess multiple rounds of interviews in that sense are good because then they’re having to connect with other people in your office and then the other staff are going to be able to weigh in on the candidate’s social skills as well. But for me the social intelligence factor is a key and it’s not easy to ascertain that from a resume. You want to know that I want to be in this person’s space for most of my waking life every day.”

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