The mighty players who have savoured the market’s success do appreciate the significance of sound hiring; therefore, prominent organisations are endowed on exceptional people. However its quite remarkable to discover those excellent personalities. This peculiar style is encouraging them to prosper consequently to the job offer.
Facebook Inc. (NASDAQ:FB) distinguishes this aforementioned victory trait. Just reigning as the most hunted-after companies in Silicon Valley, it is bolted in a tough clash for topmost skill.
This is the reason to foray deep into the compelling facts of Facebook’s popular interview question, that the company announced lately. Here is the simple question that appears to challenge the latent talent of the recruits.
“On your very best day at work–the day you come home and think you have the best job in the world–what did you do that day?”
Sounds great right?!. Moreover, it is quite idiosyncratic and doesn’t actually converge on a person’s professional talents or strengths. To the surprise, the question is not really intelligent rather it is emotionally intelligent.
Following are the three purports behind the questions on emotional quotient,
1. This exposes deep personal perceptions and emotions.
Facebook’s global lead of hiring, Miranda Kalinowski, have said to the Business Insider that when interviewers propose this question, they’re seeking to recognise a job seeker’s sincere emotions over their job role and whether that intrinsic concern harmonises with what Facebook is expecting for.
Job applicants do invest days or even weeks planning for a most sought and coveted interview. But this question that investigates the emotional quotient of the candidate renders to know beyond conserved or uniform hollow answers.
How it can be achieved?? Since it engages a person’s sentiments and inners thoughts.
Moreover, it is quite difficult to sham personal passion.
2. This EQ questionnaire would work upon a person’s stamina and capabilities.
Facebook would always portray itself as an energetic stamina-based organisation. Which means, the management understands the concept of designating the duties based on the individual’s proven and existing skills, upon which they will continue to deliver results like never before.
“We know when you’re doing work you enjoy, you’ll be happier and more engaged–and will perform at the top of your game,” Lori Goler, Vice President of People at Facebook told Forbes.
Lori also points out that the company needs each and all people to flourish in their respective role. So before the candidate even joins, the company strive to identify the true strengths of the potential human resource, besides identifying how to utilize them for the company’s needs. By knowing what exercises assist the individual to attain a state of ‘perennial progress?’. It can be achieved by analysing about the very best day in the life of an individual, and deliberately people would arrive at the core strengths. This is the unique strategy of Facebook to nurture positive feelings like confidence and job satisfaction.
3. That obviously supports the company to become a better player.
In the long run, the company accumulates huge gamut of data on what makes alluring candidates happy and be satisfied in their job. This, in turn, proffer abundant benefits for the company. Remarkably, this inquest not only accommodates Facebook in finding the best talent instantly, but it also serves the company in establishing itself as a strong player for many years to come. All prominent and grand companies propose all-embracing interview questions.
Every company wants to hire a personality, not a humanoid. People are obviously emotional beings, so by igniting their inner feelings and get to understand them as personalities with real and unique thoughts, aspirations, and emotions. The company would prosper for the long term.