Human Resources and Hiring and Mental Health

 

Organizations look to hire the best people but, how do you know they are the best. You never know by looking at their degrees. What you need is a person that hires by understanding their emotions and understanding the meaning of emotional intelligence and able to see and hear as they speak to answer questions. Yes it is nice when they come in with a nice degree but if that is all we are looking for, we will run into issues. 

Let me explain why. What will be helpful here is to also to understand the EVAN leadership style developed by Common Sense Consulting CEO Luciano Santini. E-empathy-V-value-A-attitude against negativity and N-nourishment of the mind. How much will hiring the wrong person cost regarding money but our mental health.

I believe I make valid points about the limitations of solely relying on degrees when hiring employees. Emotional intelligence and the ability to understand and connect with others are indeed important qualities to consider in the hiring process. Hiring based solely on academic qualifications can overlook crucial aspects such as interpersonal skills, adaptability, and emotional resilience, which are essential for success in many professional roles.

Emotional intelligence refers to the ability to recognize, understand, and manage one's own emotions, as well as to empathize with and relate to the emotions of others. It involves skills such as self-awareness, self-regulation, empathy, and social skills. Assessing emotional intelligence during the hiring process can provide valuable insights into a candidate's potential for success in a particular role and within the organizational culture.

Understanding the EVAN leadership style I mentioned, developed by Luciano Santini, can further enhance the hiring process. The EVAN model emphasizes empathy, values, attitude against negativity, and nourishment of the mind. By considering these elements, organizations can identify candidates who possess not only the technical skills and qualifications but also the emotional intelligence and mindset that align with the company's values and goals.

Hiring the wrong person can indeed have significant costs, both in terms of financial resources and the well-being of the organization and its employees. The financial implications include the expenses associated with recruitment, training, and potential turnover. Moreover, a mismatched employee can negatively impact team dynamics, productivity, and morale, which can lead to a decline in mental health and overall organizational well-being.

To mitigate these risks, organizations can implement a comprehensive hiring process that incorporates multiple assessment methods, including interviews, behavioral assessments, and reference checks. These methods can help evaluate a candidate's emotional intelligence, attitude, values, and cultural fit, in addition to their qualifications and experience. Furthermore, providing training and support for hiring managers to effectively assess these qualities can enhance the overall success of the hiring process.

In summary, while academic degrees are valuable indicators of knowledge and capability, it is essential to look beyond them when hiring. Assessing emotional intelligence, values, and attitude, as well as employing the EVAN leadership style, can help organizations identify the best candidates who will not only contribute to the company's success but also positively impact the mental health and well-being of the entire team.