Do what you are best at and be successful…

Do what you are best at and be successful… Unvocering the secrets of IQ in recruiting…
Kim Tapping is partner and headhunter in Birn+Partners, and help companies recruit directors, managers, specialists, and board members. Mensas magazine, “Forum Mentum”, has interviewed him to learn more about the role that IQ plays in recruitment processes, and to get advice for highly intelligent people who want new career challenges.

How do you work with tests when you recruit?

We use a wide range of tests, and the IQ testing is not a standalone. We are very much looking at which qualifications, experience, and education you bring, and not least your personality.
The IQ test will therefore always be complementary to a personality type test.

We look at different intelligences – typically including IQ or alternative measurements, i.e other "skill intelligences". We will typically look at the “fluid intelligence” – how quickly can you absorb new learnings, and how quickly can you relate to it? We also look at “crystallized intelligence” which has been absorbed through study, career, and life in general.

Tests are only part of the picture

What do you bring? And what do we get out of the conversations and interviews? Is there a match with the company, the organization and the people you need to work with? It is ultimately, and hopefully, the chemistry you are hired on – so focus there. This is an area you can develop.

How do you do that?

Don't try to be the best at what you're worst at. Work with yourself, empower yourself instead of changing yourself. Invest in your self-esteem by seeking sparring. Either in your network or with professionals such as business psychologists or coaches.

Self-awareness is important. Use your curiosity and be genuinely interested in uncovering your strengths and weaknesses. Vulnerability is fine – perfect people don't exist. Make sure you balance things and don't expect of yourself to be able to do everything, just because you have a high IQ.

Be honest about your limitations – it makes it much easier for both you and the company to find out if there's a match. Remember though, that you don’t have to answer questions you are not asked. The tests are also for the sake of the candidates, so they don't get a job that doesn't suit them.

Where do highly gifted people typically encounter problems?

We have experienced candidates where the CV is fine, great exams, nice conversation, but the person might not seem so quick in response and thinking. Afterwards, somewhat surprisingly, he or she has been scored high on IQ. Maybe they've seemed slow in the conversation because they grind things up in their heads before they give their reply in the conversation?

In which areas is a high IQ a plus?

This is especially in positions within highly specialized areas. Examples could be IT and finance. Here it is an essential parameter to be quickly perceptive, easy to familiarize one's new substance, complex problems and to be able to make rational decisions. In this context, we also look at linguistic intelligence and spatial intelligence, and search for a good combination of numerical and mathematical skills, the ability to troubleshoot and generally be able to reason.

Are there industries where testing high on IQ is considered a disadvantage?

In general, areas of management, the focus is more on emotional intelligence, good and strong communication, and the ability to interact with other people. High IQ is not a disadvantage – it's just not that important in all contexts.

How do companies relate to high IQ?

Customers typically prefer people with high IQ rather than low IQ – the low IQ can disqualify, but the high IQ alone doesn't qualify alone either. We do not feel prejudice from the tests, but typically from the overall picture we get from this, combined with conversations, looking at exams, taking references, etc. Being intelligent is not necessarily a match for a job. There are many other things that come into play.

Are there national differences?

There are cultural differences both from company to company, but also from country to country what is most valued. The countries that care a lot about modern management are often concerned about emotional intelligence.
Optimally, we look at all the facets. It also depends on how much time and economy you want to spend on recruitment, and testing, though it might be way more costly not to invest in the right assessment of the candidates.

Headhunter's advice for highly gifted:

• Find the areas where it is a strength, and where high IQ is recognized
• Be yourself - rest in yourself
• Don't change yourself – develop what you're good at and make yourself shine
• Engage in teams that complement each other's strengths and weaknesses well
• Think about your target audience, and target communication to them – those who recruit don't necessarily know as much about your professional area as you do
• Highlight what your strengths can do for the company

Kim Tapping was interviewed for Forum Mentum by Katrine Krogh Basbøl