Has the company’s budget been expanded, and you’re all set to hire talented employees in your organization? We recommend looking for emotional intelligence in potential hires. The candidate’s education, experience and culture fit traits should all be taken into account.
But hiring a person who can understand their own emotions and gauge what motivates others to act in a certain way is incredibly important. Research has shown that EQ accounts for 58 percent of professional success. Here’s how you can recruit emotionally intelligent people in your organization.
Behavioral Interviews
Conducting thorough behavioral interviews is a great way to gauge how candidates have displayed their emotional intelligence in the past. When you ask a candidate about their experience, strengths and weaknesses and where they see themselves in the future, you can determine their interpersonal skills and how comfortable they are in a nerve-wracking situation.
By asking applicants about how they’ve responded to pressure or conflict situations and their experience of working on a team, you can learn how they’ll add value to your organization and whether they’re a suitable fit in your company’s culture. If they end up telling you their opinion about what their colleagues felt, thought or did in a past situation, as well as their actions, you can gauge the applicant’s emotional intelligence much more easily.
Behavioral Assessments
90 percent of top performers rate high on EQ. Conducting behavioral assessments before hiring a candidate can give you an internal perspective of their self-awareness, relationship, managing their emotions, and social awareness.
Giving them a choice in a question will tell you their personality style, what type of decisions they normally take and how they might act on the job. Pre-hiring assessments will then help create a job profile through which you can better understand the applicant and learn how they’ll interact with others.
Reference Checks
You can verify a candidate’s experience and success through their references and determine a manager’s perspective of how it was like working with the applicant. People who have directly worked with the candidate can help you better understand the latter’s strengths, weaknesses and emotional intelligence. People who have a high EQ can effectively communicate and interact with others, which is often evidenced by their accomplishments.
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