The Role of Emotional Intelligence in Job Interviews

As a hiring manager, your responsibility extends beyond evaluating CV’s and conducting interviews. You are the gatekeeper, entrusted with selecting the right individuals to join your team. While technical skills and experience matter, there’s another critical factor that often separates exceptional candidates from the rest: Emotional Intelligence (EI).

What Is Emotional Intelligence?

Emotional intelligence refers to your ability to understand, manage, and navigate emotions effectively. It plays a crucial role in various aspects of work life, including collaboration, communication, and conflict resolution. As a hiring manager, recognising and assessing EI during job interviews is essential.

Key Elements of Emotional Intelligence:

1. Self-awareness: Recognising and understanding your own emotions. How well do you know yourself? Are you aware of your emotional triggers and patterns?
2. Self-regulation: Effectively managing and controlling your emotions. Can you remain composed under pressure? How do you handle stress or frustration?
3. Empathy: Understanding and empathising with others’ emotions. Are you attuned to the feelings of candidates? Can you put yourself in their shoes?
4. Social skills: Building positive relationships and effective communication. How well do you connect with others? Can you adapt your communication style?

Why Does Emotional Intelligence Matter in Interviews?

1. Candidate Experience: EI impacts the overall candidate experience. A positive interview process can leave a lasting impression, even if the candidate isn’t selected. Treat every interaction with empathy and respect.
2. Team Dynamics: Consider how a candidate’s EI aligns with your existing team. Will they contribute positively to the workplace culture? Will they collaborate effectively?
3. Conflict Resolution: EI helps resolve conflicts constructively. Ask situational questions to gauge how candidates handle disagreements or challenging situations.

Sample Emotional Intelligence Interview Questions:

1. What motivates you at work? Look for genuine passion and alignment with the organisation’s mission. Candidates who find underlying motivation tend to excel.
2. Describe a time when you had to manage a difficult team member. How did you handle it? Assess their ability to navigate interpersonal challenges.
3. How do you handle stress or high-pressure situations? Look for self-regulation and coping strategies.
4. Tell me about a time when you successfully resolved a conflict between colleagues. Evaluate their empathy and problem-solving skills.

Demonstrating Emotional Intelligence as a Hiring Manager:

1. Active Listening: Pay attention to verbal and nonverbal cues during interviews. Show genuine interest in candidates’ responses.
2. Empathetic Communication: Be respectful and considerate. Acknowledge candidates’ feelings and concerns.
3. Feedback Delivery: Provide constructive feedback with empathy. Focus on growth areas while highlighting strengths.

Remember, hiring isn’t just about skills; it’s about building a cohesive team. By assessing emotional intelligence, you’ll not only find competent candidates but also create a positive work environment. So, as you interview potential team members, keep your emotional radar tuned—it’s a superpower that sets great managers apart!