Three Myths That Can Wreck Your Hiring Process by Dr. Rick Goodman

There’s a lot of received wisdom about the hiring process—a litany of “best practices” we’re all supposed to follow. 

The thing is, that received wisdom isn’t always so wise. And the best practices? They’re not always very good. 

You’ve got to be judicious, and to get the ball rolling, I want to highlight three common hiring myths that I believe do more harm than good. 

1. Beware of job hoppers. 

You probably know who I’m talking about when I mention job hoppers—the folks who seem to find a new position every year or so, never staying in one place for long. 

The conventional wisdom is that job hopping is a warning sign, an indicator that the person can’t commit and won’t really be invested in the long run. 

Sometimes that turns out to be true—but I wouldn’t dismiss job hoppers right out of the gate. What you may find, especially with younger employees, is that they’re actually looking for some real leadership, and for a place where they can learn and grow. 

It’s possible they just haven’t found it yet. And maybe you could provide it to them. 

2. Detailed descriptions are best. 

Another myth you’ll run into is the notion that an incredibly detailed job description is best for finding the right match. 

But let me push back against that. Offering a mundane bullet-point list of responsibilities may not attract the best candidates. In fact, it might just bore them. 

So, what if you wrote a job description where you emphasized values and mission but also left some room for really talented employees to come in and tell you how they would shape the position in question?  

That may be the best way to bring in a really exciting crop of applicants. 

3. Experience is key. 

Obviously, it can be advantageous to find applicants with a certain level of technical expertise. But does experience trump teachability? Is having a long resume a substitute for passion? 

I think these qualities can offset a lack of technical expertise—and in some cases, they may actually be more important. 

Those are my thoughts—and I’d love to hear from you. Tell me your take on common hiring myths. You can reach out to me any time! 

Hit me up at www.rickgoodman.com or call 888-267-6098. You can also learn more in my book The Solutions-Oriented Leader, which provides step-by-step advice on transforming your life, your business, and your team—including your hiring process. 

Four Reasons Why Emotional Intelligence Is the "Secret Sauce" to Transformational Leadership by Jennifer Janechek

In Season 21 of ABC’s The Bachelor, one of the contestants, Taylor Nolan, became infamous for her continual references to “emotional intelligence”—namely, in telling her fellow contestant Corinne Olympios that she “lacked the maturity and emotional intelligence” to be with bachelor Nick Viall—bringing to the forefront of cultural awareness a concept that has long been considered crucial for personal and professional success. In her lecture to Corinne, Taylor explains, “It kind of speaks to self-awareness,” which is true in part, but it is more relational than that simplistic definition implies. 

(Photo from Pop Culture Sensation)

In his new book The Solutions-Oriented Leader: Your Comprehensive Guide to Achieve World-Class Results, Dr. Rick Goodman defines emotional intelligence (EQ) as the “ability to perceive and identify emotions in the workplace and in your relationships with others…being attuned to the emotions of the people around you, but also to your own emotions—and making your decisions accordingly.” 

If you’ve ever wondered what that certain je ne sais quoi is that distinguishes truly great leaders from mediocre ones—that quality that makes them dynamic, engaging, motivating, and that enables them to deliver results—very likely it is emotional intelligence. Goodman shares four reasons why EQ is the “secret sauce” to transformational leadership:  

1. “EQ can help you cultivate employee engagement and retention.” 
   Today’s job seekers and employees want more than good pay and decent benefits; they want the engagement that comes from feeling like part of a close-knit community. Being able to identify and respond appropriately to your employees’ emotional cues will help make them feel like valued team members, which in turn will improve recruitment and retention.  

2. “Leaders with high EQ better understand how their employees derive satisfaction.” 
   Success looks different for different people; as such, not all employees will be incentivized by the same factors. Goodman explains, “Having EQ will help you identify these specific drivers for each employee and build a workplace dynamic that provides everyone with necessary motivators.” 

3. “EQ can assist in team building, too.” 
   In order to build a cohesive, well-performing team, according to Goodman, you need to know how to “structure a team that allows everyone to play to their unique strengths.” EQ will help you determine what these strengths are and how to channel them in a way that maximizes the potential for effective collaboration and optimal productivity. 

4. “EQ can help identify your employees’ management styles.” 
   Being able to assess employees’ emotional needs and personalities and knowing how to match them with employees and mentors well-suited to those needs and types will aid in employees’ personal growth and professional development.  

Interested in learning how to cultivate your emotional intelligence? Pre-order your copy of Dr. Rick Goodman’s The Solutions-Oriented Leader: Your Comprehensive Guide to Achieve World-Class Results, available from Sound Wisdom on April 16, 2019.

Dr. Rick Goodman is one of the most sought-after thought leaders and keynote speakers internationally specializing in leadership, engagement, and business growth. As a serial entrepreneur who has built several multimillion-dollar businesses, Dr. Rick walks his talk and shares his winning leadership philosophy with his audiences based on lessons learned as one of the team physicians for the Super Bowl champion St. Louis Rams and his association with other championship teams like the NBA champions Miami Heat. 

His mission is to introduce his transformational leadership and team-building formulas and systems into 10,000 businesses worldwide, A few of Dr. Rick's clients include Heineken, AT&T, Hewlett-Packard, Ultimate Software, Inova Health Systems, and Franklin Templeton Investments. 

He is the founder and president of Advantage Continuing Education Seminars (ACES), one of the largest online continuing education companies in the world. He is a distinguished member of the National Speakers Association, the Global Speakers Federation, The Society for Human Resource Management (SHRM) and the Florida Speakers Association.