It may be that communication style is the most important indicator of how well someone will succeed in a particular position.
When seeking the best candidates, it can be useful to first assess what kind of communicator would be best for the job and write the job description accordingly.
There are four main communicator types which can be easily sussed out in interview (if not through resume and cover letter presentation). Therefore one way to narrow down potential candidates, particularly if you are left with several people that seem to have similar levels of qualification, is to examine what kind of communicator would be best for the position that you are offering and then rule applicants out or in based on this criteria.
The four types or styles are known as:
- Analytical Communication Style
- Intuitive Communication Style
- Functional Communication Style
- Personal Communication Style
For a more in-depth look at these specific styles, check out the infographic created by our friends at Nextiva.
Looking for someone Analytical? This conversational style is well-suited to someone who is required to work primarily in metrics. The downside is that the analytical applicant may not be very personable. If that is something required for the position, maybe consider someone who boasts another style.
Would someone Intuitive seem more of a match? If the job requires big picture thinking and out of the box imagining, an intuitive conversationalist will be more successful.
If the position requires someone who is particularly organized (and able to organize others) then the functional style might be more conducive to the position. Functional communicators are great at running meetings and assessing action steps.
If, however, the job requires someone who is particularly good at assessing and working with customers and clients, you’ll want someone with a personal communication style. This person will fit well in position where emotional connection is key.
It’s likely, of course, that you most desire a blend of several of these types. Assess which is most important to the position for which you are hiring and consider your candidates with this in mind.
Author
Paul Slezak
With over two decades of experience in the recruitment and human capital industry, Paul Slezak has established himself as a transformative force in the realm of leadership and career coaching, group facilitation, and talent acquisition. His unique perspective, drawn from his early career as a leader in global recruitment firms and his entrepreneurial success with his own start-up, has enabled him to make a significant impact on leaders, teams, and organizations across the world. Paul's passion for helping others achieve success and high performance is evident in his commitment to transforming leaders and their teams at local, national, and international levels. He specializes in promoting the importance of human-centered intelligence, focusing on soft skills such as authenticity, transparency, and trust to complement business-centered acumen and drive better workplace outcomes. As an impartial facilitator, Paul brings his expertise to team offsites and strategy days, ensuring alignment on goals, values, and culture while keeping participants on task. His engaging and energetic presence, coupled with his unique "entertraining" and "edutaining" delivery style, enables him to connect with audiences both large and intimate, sharing personal and professional anecdotes that inspire and energize.
