What is Emotional Intelligence?

Emotional intelligence refers to the ability to recognize, understand, and manage one’s own emotions while also being attuned to the emotions of others. People with high emotional intelligence are often adept at interpersonal communication, conflict resolution, empathy, and self-regulation. These individuals are more likely to work effectively within a team, adapt to change, and excel in leadership roles. Recognizing the significance of EI is critical for hiring managers who aim to build a cohesive and productive workforce.

10 Tips for Hiring Managers

Develop a Clear Understanding of Emotional Intelligence:

Before you can assess emotional intelligence in candidates, it’s essential to have a thorough understanding of what EI entails. Research the topic, read relevant books and articles, and perhaps consider providing training to your hiring team to ensure everyone is on the same page.

Include EI in Job Descriptions:

When drafting job descriptions, incorporate emotional intelligence as one of the desired qualifications for the role. This not only sends a signal to applicants about the importance of EI within the organisation but also encourages candidates with strong EI to apply.

Design Behavioral Interview Questions:

Include specific behavioural interview questions that probe candidates’ emotional intelligence. For example, ask about their experiences in resolving conflicts, working in diverse teams, or handling stressful situations. Their responses can provide valuable insights into their EI.

Consider Role-Specific EI Requirements:

Different roles may require varying levels of emotional intelligence. Tailor your assessment to match the role’s specific demands. For instance, customer service positions may necessitate a higher level of empathy than data analysis roles.

Use Assessments and Tests:

Several validated psychometric tests and assessments are available to gauge emotional intelligence. Utilise these tools to complement your interviews and gain a more comprehensive view of a candidate’s EI.

Evaluate Self-Awareness and Self-Regulation:

Pay close attention to a candidate’s self-awareness and self-regulation. Emotionally intelligent individuals tend to recognize their emotions, control impulsive reactions, and manage their stress effectively.

Observe Empathy and Social Skills:

During interviews and assessments, observe how candidates interact with others. Strong interpersonal skills and empathy are vital components of EI, so look for candidates who show genuine interest in understanding and supporting their colleagues.

Assess Adaptability and Resilience:

Emotionally intelligent individuals are often more adaptable to change and resilient in the face of adversity. Inquire about their experiences in dealing with unexpected challenges and their ability to bounce back from setbacks.

Seek References and Feedback:

Contact the candidate’s references and inquire about their emotional intelligence. Feedback from previous employers or colleagues can provide valuable insights into their ability to work well with others.

Foster a Culture of Emotional Intelligence:

Encourage your existing employees to embrace and develop their emotional intelligence. When EI is valued within the workplace, it becomes easier to attract candidates who already possess this trait.

In today’s fast-paced and interconnected world, emotional intelligence is a key ingredient for a successful and harmonious workplace. Hiring managers play a pivotal role in identifying emotionally intelligent candidates who can contribute to the growth and success of their organisations. By understanding emotional intelligence, incorporating it into job descriptions, and using effective evaluation techniques, hiring managers can build teams that are not only skilled but also emotionally intelligent, leading to a more productive and positive work environment.