You have a shortlist of candidates who check all your boxes. They have the education, experience, and skills needed to fill the vacant role at your company.
Hiring a new employee requires you to find someone who does more than tick boxes. You want someone who will fit in, work well with other people, and even lead someday. You want someone with high levels of emotional intelligence (EQ).
You won’t find a candidates’ EQ profile in their resume. But you can figure it out before you hire them by asking the right interview questions.
What is Emotional Intelligence (EQ)?
A person’s emotional intelligence or EQ is their ability to understand and manage their own emotions both to deal with their own experience and to empathize with others.
You can spot a person with a high EQ because they usually:
- Communicate clearly and effectively
- Show empathy for others
- Deal with stress using healthy mechanisms
- Defuse conflict rather than create it
Attracting people with a high EQ to your company should be a top priority. They’re not only great workers and colleagues, but they also make great leaders. But how do you figure out whether a candidate possesses the kind of EQ that you want? You ask.
How to Use Interview Questions to Reveal a Candidates’ EQ
The best interview questions for revealing a candidate’s EQ go beyond asking about their strengths and weaknesses. It’s rare that someone will articulate their abilities simply because you ask them to spell them out.
Instead, you can learn more by asking them about specific scenarios and their response.
A few good questions include;
- Share the worst piece of criticism you’ve ever received at work. How did you respond?
- Talk about a time you saw a dispute between two co-workers. What did you do?
- Tell us about a time you faced an ethical dilemma at work. What did you do?
But don’t just ask them about the scenario. Use follow-up questions to learn more about their responses to learn not only how the situation unfolded but how it shaped their experiences.
Don’t forget to pay attention to their body language and tone. Candidates who look or sound pained when answering these types of questions usually don’t respond well to stress or conflict, which also reflects their EQ.
Hire Emotionally Intelligent Teams
You know you want team members who have the skills and experience to get the job done, but their EQ is as important as their IQ. By asking the right interview questions and using follow-up questions wisely, you can choose candidates who are both good at their jobs and pleasant to work with.
At RighStone, quality is part of our process. Get in touch to learn how we find candidates who not only fit your required skills but your corporate culture and personality.