In today’s world, more important than skill or experience are traits such as wisdom and empathy. When selecting a candidate for a people oriented role, it’s important to evaluate for these traits.
Wisdom is a complex and subjective concept that is difficult to define and measure. It is often associated with qualities such as insight, judgement, experience, and the ability to make thoughtful and considered decisions. While it is not possible to directly evaluate wisdom in a candidate, there are some indicators that may suggest a person has wisdom, such as:
- The ability to think critically and objectively about complex issues
- The willingness to consider different perspectives and viewpoints
- The ability to learn from past experiences and mistakes
- The ability to make sound and well-informed decisions
- The ability to adapt to changing situations and challenges
- The ability to understand and balance the needs of different stakeholders
- The ability to communicate ideas and opinions effectively and respectfully
In an interview, we can evaluate a candidate’s wisdom by asking them questions that require them to think critically, consider different perspectives, and make thoughtful decisions. For example, we could ask them to describe a difficult situation they faced in the past and how they handled it, or to provide their thoughts on a current issue or challenge facing their industry. We can also assess their wisdom by observing how they communicate and interact with you and others during the interview, and by listening to their responses to our questions. Evaluating wisdom in a candidate requires a combination of objective assessment and subjective judgement.
Empathy is the ability to understand and share the feelings of others. It is an important quality in many roles, as it allows individuals to connect with others and build strong relationships. To evaluate empathy in a candidate, we can ask them questions that require them to reflect on their experiences and interactions with others, and to express their understanding of others’ emotions and perspectives.
For example, we could ask:
- Can you provide an example of a time when you were able to understand and share someone else’s feelings?
- How do you typically respond when someone is upset or in distress?
- Can you describe a situation where you were able to effectively communicate with someone who had a different perspective or viewpoint than you?
- How do you typically approach conflicts or disagreements with others?
- Can you provide an example of a time when you were able to build a strong connection with someone?
Observing the candidate’s body language and facial expressions during the interview can also provide insight into their empathy. For example, do they make eye contact, nod, and use other nonverbal cues to show that they are listening and understanding what the other person is saying? Do they express genuine concern or interest in others’ feelings and experiences?
Like wisdom, evaluating empathy in a candidate requires a combination of objective assessment and subjective judgement. It is important to consider the specific role and the candidate’s overall qualifications and fit for the position, as well as their empathy and ability to connect with others.
