One of the goals of an interview is to assess whether the candidate has the emotional intelligence needed to succeed in the job. An emotionally intelligent person demonstrates self-awareness, empathy, motivation, and strong social skills. These tips will help you develop behavior-based questions that can effectively gauge emotional intelligence during the interview.
An important aspect of the candidate that should be assessed is how they face challenges. One way to do this is by asking about professional demands they have faced. Have the candidate tell you about past trials they encountered in their job and have them explain how they overcame it. This will give insight into how they approach problems. The focus of this question should be on finding candidates who are excellent problem-solvers and aren’t afraid to take on new challenges. Finding employees who can take a difficult situation and turn it into a positive is essential.
Resilience and Stress Management
The ability to bounce back from adversity is a powerful life skill to have. One way to assess a candidate’s resilience is to ask them about past projects that required them to work under pressure. Have the candidate talk about professional projects they have worked on that were stressful or that ultimately failed. Executive support positions come with a certain amount of stress. There are deadlines and goals that need to be met. It’s important to understand how a candidate behaves under pressure. Do they shut down when things become too tough, or do they push through and make the best of the situation? The goal is to find talent who has the emotional maturity to thrive in intense situations.
To ascertain a candidate’s level of drive, ask them whether they have ever assisted in establishing new goals for a company. Allow the interviewee to discuss a time where they helped establish new goals or objectives for a company they worked for. This can reveal a lot about a candidate. Are they proactive? Can they identify shortcomings within the company? If they managed to convince management to implement a new objective, this shows they are persuasive.
Growth and Leadership
In executive support roles, it’s vital that candidates have great leadership skills, adaptability, and a willingness to grow. To get an understanding of their strength in those areas, ask them if they changed the scope of their role in their last job. How did they redefine the position and why did they feel like they needed to? Did other coworkers follow suit and redefine their own roles? It’s helpful to see how well the candidate can adapt and grow. A candidate who is confident enough to take on additional responsibilities and has strong leadership skills will rise to the challenges of a new position.
Behavior-based questions are the most important questions you ask during an interview. These questions allow you to understand how a candidate would perform if they land the job. One of the goals of behavior-based questions is to assess the candidate’s emotional intelligence– how they handle stress, if they are proactive, and if they have the skills to readily adapt to change.
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