A social candidate is a professional who is able to interact within many social networks properly. A person who can work well with others is often times more valuable than the individual who has all of the technical skills, but lacks the ability to communicate his thoughts, needs and ideas with others. From the overpowering individual who does not realize working as a team is better to the shy person unable to communicate with the group, this lack of social skill can affect any work environment. You should be hiring a candidate who is stellar and that often means that his or her skills off the paper need to be just as good if not better than what their resume has to say.

How to Choose a Social Candidate

If you do not select a social candidate, you could be missing the best person for the job. Some equate hiring a candidate with all of the technical knowledge and no social skills like designing a racecar with all of the power possible but not putting in an effective steering and braking system. Rather, choose a candidate with the right skills – skills that can help the candidate to perform his or her job better. You will need a candidate with the skills to work with others.

What does a social candidate really offer? How can you tell he or she is the right person for the job?

  • He or she is self-aware. The candidate understands how the actions taken by the candidate affect others around them.
  • This person has a social intelligence. He or she understands the various methods for influencing other people’s perceptions and behaviors.
  • He or she has self-control. Even under a significant amount of stress, the candidate does not lose his cool. Rather, emotions and actions remain under control.
  • The candidate is sensitive to others. This indicates that the candidate can show sensitivity to others.

To find a social candidate for the job, you will need to ask questions and determine how the person reacted in the situations he or she was in. Is the candidate sensitive to others? You can often tell by discussing the influences on his or her career. Those that answer by including others around them during their career development are more sensitive to others.

You can often see the differences in the social skills of a candidate, too. Set up a luncheon for a group of candidates. Note how each individual interacts with others. Are they engaging or standoffish? Another option is to use personality tests or role-play to get a better ideal of the individual’s social skills.

When hiring a candidate for a job in which the candidate will represent the company, it is critical to choose an individual with social skills. One that is lacking could in fact hurt the company’s image or at the least reduce the productivity of the staff. Choose someone that can better the company through his or her ability to work with and through other people.