When it comes to finding the right candidate, focusing on experience, technical skills, and qualifications is the obvious path to success. Why look for a unicorn when you can pick a horse, right? However, there’s one trait that often flies under the radar but can elevate a great candidate to an amazing one: self-awareness.
As hiring managers, it’s vital to look beyond the resume and dig deeper into the qualities that make for a truly successful and adaptable employee. In a recent role we helped fill, there was a candidate who was very prepared. Despite the interview going well, she paused and asked if she could rephrase a line she had previously said. Taken aback as I didn’t sense anything wrong with her answer, I still played along. After she rephrased her statement, she confessed that she felt a little off since she has been out of work for such a long time. Rather than focus on the specifics of why she might be out of work, I diverted the conversation towards interviewing skills and preparedness. This diversion helped her warm up and we had a phenomenal discussion.
In my example, the candidate had an understanding that something was wrong or didn’t feel right within themselves and voiced their concerns. That level of self-awareness opened the door to a larger conversation that resulted in a chain of events leading to that candidate’s placement with the non-profit we were working with.
What is Self-Awareness and Why Does It Matter?
Self-awareness is the ability to recognize and understand one’s own emotions, behavior, and how these affect others. Think of it like knowing when and how to apologize after stepping on someone’s foot at a party. In a professional environment, this translates to being mindful of one’s strengths, weaknesses, and how actions impact team dynamics.
From a hiring standpoint, candidates with strong self-awareness tend to manage themselves better in challenging situations, communicate more clearly, and ultimately contribute more positively to the workplace. It's a trait that can make the difference between someone who just does the job and someone who elevates the team.
Why Self-Awareness is a Key Trait in Candidates
Emotional Intelligence (EQ): Emotional intelligence is something you’ve been hearing more about for good reason, and self-awareness is at its core. Candidates with a high EQ can understand and regulate their emotions, which helps them stay calm under pressure and make thoughtful decisions. These individuals are more likely to lead with empathy, collaborate effectively, and respond well to feedback.
Better Communication Skills: Self-aware individuals typically communicate more effectively. They are mindful of how their words and actions can impact others, leading them to speak carefully, listen actively, and recognize nonverbal cues. In the workplace, this awareness fosters clearer and more constructive conversations, whether in team meetings, client interactions, or conflict resolutions.
Commitment to Growth: Self-aware candidates are usually the ones who are committed to constant improvement. They know what they’re good at, but more importantly, they know where they need to grow. Instead of being defensive about their weaknesses, they actively seek out opportunities to develop; kind of like a friend who realizes they can't keep binge-watching reality TV and actually starts jogging. In industries that are always changing, having someone who’s willing to learn and evolve is invaluable.
How to Spot Self-Awareness in Candidates
Self-awareness isn’t always easy to identify, but there are a few clues you can look for during interactions with candidates that should prompt you to dig deeper:
Receptive to Feedback: Pay attention to how a candidate reacts when you ask about a time they received constructive feedback. Self-aware individuals won’t shy away from discussing how they handled criticism; they’ll see it as an opportunity to learn and grow, not as a personal attack. If they start getting defensive muttering “that’s not fair,” or looking for others to put blame on, you might want to keep looking.
Knowledgeable of Strengths and Weaknesses: Candidates with self-awareness won’t just rattle off a list of strengths; they’ll also be open about their weaknesses. They don’t see weaknesses as deal-breakers but as areas for growth. This kind of self-reflection shows maturity and an openness to development, both key for long-term success.
Keen Adaptability: Self-awareness and adaptability go hand-in-hand. People who understand their limits and how they respond to change are more likely to embrace new situations with a positive attitude. Ask candidates how they’ve handled unexpected changes in past roles. If they describe how they adapted and what they learned, that’s a strong indicator of self-awareness. If they say they dodge the answer or give you a word salad, you might want to reconsider.
Wrapping Up
As hiring managers, you’re always looking for candidates who can bring both skills and the right mindset to the table. While technical abilities are essential, self-awareness is the trait that can take a candidate from good to great, like adding a cherry on top of a sundae. It enhances emotional intelligence, fosters stronger communication, and encourages personal growth, which are all qualities that contribute to long-term success in any organization.
When evaluating candidates, our recommendation is to expand your questions beyond just their experience and qualifications. Make sure to ask questions that dig into how they handle feedback, how they view their own strengths and weaknesses, and how adaptable they are. By doing so, you’ll increase your chances of finding someone who not only fits the role but also contributes to a thriving, positive work environment.
So, if you’re ready to stop settling for mediocrity and start hiring some self-aware rock stars, let The Jule Group help. We lead with empathy, and work hard to find the right candidates and optimize your current recruiting processes. At The Jule Group, we don’t just hire. We build better workplaces.
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