Having the right skills in itself isn’t enough to make someone right for a job. As an employer, you will interview a lot of people who have the right skills and experiences. The best talent also has high emotional intelligence. Unfortunately, many of the generic interview questions that managers ask do not provide enough insight. The best advice about interviewing you can get is to customize the question list in a way that gauges the candidate’s emotional intelligence. Below are some questions to ask candidates.
What Failures Did You Learn from the Most?
One way to assess someone’s emotional intelligence is to see how they react to adversity. Listen closely when a candidate talks about their weaknesses and failures. Failure is the heart of success. No one is successful right away. They learn from mistakes and become better. Someone who breaks down at the first sign of failure is not going to be a good employee. Look for candidates who view failures as opportunities.
Have You Ever Noticed Someone at Work Was Struggling? What Did You Do to Help?
Ask questions that will give you an insight on how the candidate will interact with co-workers. This is just one example. You can also ask about a time they had a conflict with a colleague, among others. These types of question will tell you a lot about the candidate’s attitude and interpersonal skills. You don’t want an employee who stirs up drama and can’t be a team player. Find someone who will build people up and be a positive influence on the team.
Have You Had a Boss You Found Difficult to Work with? How Did You Deal with the Situation?
See how the candidate handles authority. The employee-employer relationship can sometimes be tense. You don’t want to hire someone who is uncooperative and resistant to authority, but you also don’t want someone who is so servile that they never speak their mind. In some cases, employees will have to work with multiple managers and will need to juggle different personalities. There is a lot of opportunity for conflict there, so you need employees who have high emotional intelligence.
It’s easy to find a candidate who checks all the right boxes on paper. But you can’t tell someone’s emotional intelligence by looking at their resume and cover letter. Find someone who will respect managers and colleagues, learn from their mistakes, and navigate conflict and disagreements gracefully.
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