I’m a recruiter at Telstra and these are the leadership qualities we look for
Telstra people leaders play an integral role in the development and performance of their teams. As the Recruitment Delivery Manager for Retail, Marketing & Media, I keep this in mind when finding the next generation of leaders. Here are my top three leadership qualities I seek in candidates:
Ability to articulate ideas clearly
Communication skills say a lot about a candidate’s leadership style, particularly how they conduct themselves and interact with individuals at all levels of the organisation. For example when I’m hiring for sales roles, I take note if they follow up their application with a call and if they’re engaging and responsive – this may be a great sign they’ll do well in the job!
For customer-facing roles, I try to put myself in the shoes of our customers – does the candidate check if it’s a convenient time or do they pick up on social cues if I’m busy? If they do, this is a fair indicator that they have good people skills. Written and verbal cues may strongly indicate how a candidate will lead and collaborate with internal and external stakeholders.
Passionate about their field
One of the most foundational traits of a good leader is a genuine interest in the field in which they’re applying. To gauge interest, I may ask the candidate to elaborate on industry trends that are having the greatest impact on their role, team, business or industry. Succinct, thoughtful answers indicate a depth of industry knowledge –an invaluable trait for employees in leadership positions.
Great leaders are also passionate about their team development so as a recruiter, I seek to understand their preferred management style and perception of staff development. I may ask a candidate to elaborate on the best team they’ve ever led or a challenging team member they’ve managed and how they managed it. Successful leaders show a passion for winning as a team and not just as an individual.
Fit within workplace culture
In order to gauge a candidate’s cultural fit, I ask questions about their ideal role. I may ask what their best day at work was and why, or ask them to describe characteristics of their ideal company. Their responses help draw a picture of the workplace culture they’re likely to thrive in.
It’s also important that a candidate find out for themselves if a workplace is a good cultural fit for them. During the interview, a candidate could ask the recruiter what the culture of the company is like as well as what they enjoy most about working there. A candidate whose leadership style fits with workplace culture is likely to succeed in a high pressure role and build good working relationships.
If you’re applying for a leadership role with us, I hope you’ve found these tips and insights helpful.
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