Daughter holding mother depicting empathyThe mission at GDI Talent Acquisition Practice is to be a “trusted and essential resource, and client and candidate partner in the talent acquisition process.” Many recruiting practices fail to set aside the necessary time to thoroughly screen and evaluate candidates. It’s no longer just about finding potentially qualified candidates; it’s about confirming that the candidate can actually carry out the technical aspects of the position as well as ensuring that they are a strong organizational fit. Using proven assessment and evaluation instruments, GDI’s Talent Acquisition Practice specializes in matching the most qualified candidates with each position we are engaged to fill. We help good people find good jobs!

With 30 years of consultancy experience at GDI Consulting & Training Company and over six years of deliberate research into the field of talent acquisition in the manufacturing and distribution industries; we have identified 18 critical professional competencies and personal qualities that every great candidate should possess. GDI Talent Acquisition Practice believes that recruiting is serious business! Every candidate will go through a rigorous research-backed methodology that measures the 18 professional competencies and personal qualities that we have identified.

In addition to the 18 professional competencies and personal qualities we assess, GDI Talent Acquisition Practice Interviewers are also interested in better understanding candidates’ Leadership Indicators. Research tells us that there is no one Leadership trait. Instead, Leadership is comprised of many competencies, personal qualities, traits, and characteristics. Everyone has their own natural leadership style, and one style that may work in one organization, may not work in another. Leadership is contextual.

Some of the Leadership Indicators we assess are:

  1. Emotional Intelligence
  2. People Development
  3. Conflict Management
  4. Change Management
  5. Passion

We use data collected on Leadership Indicators, professional competencies, and personal qualities to make data-centric hiring decisions.

This week’s blog post is a continuation of our “What We Look For In Top Job Seekers” series.

Emotional Intelligence

We value candidates who have high levels of Emotional Intelligence. Individuals with high levels of Emotional Intelligence often display the following characteristics:

  1. They’re not perfectionists. They realize that perfection does not exist. They do not dwell on finding the perfect solution. Instead they prefer action. Those who aim to be perfectionists only set themselves up for failure.


  1. They don’t get easily distracted. People high in Emotional Intelligence do not have issues with focusing on the task at hand. They are not easily distracted by the noise around them. If you struggle with this, start by turning off all unnecessary phone notification, and only checking your email on a set schedule.


  1. They’re empathetic. Empathy is all about being able to relate to others, showing compassion, and taking the time to help someone. Empathetic individuals are also naturally curious, they ask a lot of questions and seek many alternative solutions to a problem.


  1. They know their strengths and weaknesses. Emotionally intelligent people know what they’re good at and what they’re not so great at. They understand how to leverage their strengths, and how to partner with others to fill gaps.


  1. They don’t dwell in the past. They don’t hold grudges. They don’t wonder what would have been. Instead, they are present and focused on what needs to be done today.


Examples of how we measure Emotional Intelligence:

  1. We use validated third-party behavioral assessments.
  2. We ask behavioral-based interview questions, such as:
    1. Suppose you are about to experience a difficult or stressful situation, such as firing an employee or participating in a meeting where you anticipate strong disagreement. How would you prepare for such an event?
    2. Describe a time when you didn’t think things could get any worse for your business and yet, they did. How did you handle that?

Looking for the best!

We take a very systematic approach to the interviewing process to discover which candidates are truly qualified for the positions our clients are hiring for. If a candidate does not meet the requirements for the position that the client has set forth – in a dignified and respectful manner, we will let that candidate know that they are not a fit for the position and organization.

As a commitment to our mission in being a partner in the talent acquisition process for clients and candidates, we will help those candidates that are open to improving their knowledge and skills (Personal Initiative!) Candidates who we feel do not possess the level of job competency that the position calls for will receive a personalized memo about their specific areas of improvement. We will gladly spend time to help guide the Candidate towards the right resources so that he or she can self-learn and develop. We believe in doing the right thing for every single candidate that works with GDI Talent Acquisition Practice.

With that said, if you are any one of the following individuals, we ask that you contact us immediately:

  • You are in the top 2% of your respective field
  • If you want to discreetly look for a new job and don’t want your resume public
  • If you are serious about moving up in your career
  • If you would like more information about our organization or our methodology

If you would like to learn more about how the data collected throughout our interview and evaluation process on competency, personal qualities, and leadership indicators makes it into our final report, please download a copy here. Every finalist candidate receives a copy of their personalized detailed report, even if they are not selected by our client.

We look forward to hearing from you and learning about your background and experiences.