Lately, my calls with creative execs have reinforced just how crucial it is to ask better questions

My client often talks about the emotional intelligence (EQ) of candidates I bring into the process. I focus on two key tenets:

I hear this a lot: "I want to build a team." Or, "I want to manage a team." Or both. Do you find yourself saying this?

In most of the search processes I'm involved with, candidates are usually in a reactive position. The employer dictates the schedules, interviews, and job outlines.

In an interview with a future employer, there are appropriate ways to discuss a bad previous work experience (and/or manager).

Over-talking is a leading candidate killer for my clients.

If you're on the market and talking to people who could line you up with a new professional opportunity, I suggest you prepare to answer these questions:

As professionals grow in their careers and move into more senior roles, references matter more and more.

Rather than putting all your emphasis on the deliverable, I suggest sharing more of your process.

My best conversations always involve the candidate asking me a lot of questions.

Understandably, it's difficult to schedule a conversation like this when you have a full-time job and family.

I always ask candidates to tell me their career story.

Tales of 2 calls:

When a candidate is meeting a headhunter, they should feel free to educate us.

Be prepared for the following questions during your next call with a headhunter or job interview:

The first is what I call a knower, and the second a learner. And I think that is a sign of humility but also a sign of first principles thinking.