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Using Emotional Intelligence in Hiring Practices
Emotional Intelligence plays a key role in hiring employees who are competent and achieve a high degree of success in their roles. A person with a high regard for social and emotional skills has the ability to work well with others, accomplish organizational goals and be effective in business and social settings. Below are some tips to consider the next time you are interested in hiring an applicant who demonstrates social-emotional intelligence competencies.
When hiring for Emotional Intelligence, identify:
- What you are looking for in an applicant
- Signs that indicate a “red flag,” such as:
~ Criticizing others they have worked with
~ Demonstrating poor social skills or impulse control in the interview
~ Showing a lack of interest / preparation
~ Treating others with disrespect
- The hiring method you will use:
~ Situational Interview: Interviewer provides a scenario and asks the applicant a series of questions on “how they would handle the situation.”
~ Behavioral Interview: Interviewer delves into the applicants past experiences and asks job specific questions. Example: “Tell me about a time when…”
When hiring staff, look for individuals who display emotional intelligence skills, such as those who:
- Are passionate about their work
- Offer a variety of experiences and perspectives
- Possess good social conduct – the person interacts well with others
- Listens to what is being said and then responds
- Are interested in continuing to develop their own social emotional intelligence skills as well as those of others
- Demonstrate non-verbal cues that match what is being said
- Model the core values of your culture
- Have the ability to focus on everyone in the interview process and not only on the leader
- Talk about others in a positive light
- To the best of your knowledge, answer the questions honestly
- Have the ability to work independently as well as with others
- Have the ability to be in control under stressful situations
When balancing the types of questions you ask during an interview:
- Don’t ask questions that can clearly be answered by reading the application or the resume
- Do vary the questions you ask – factual questions and situational / behavioral questions
- Do make the majority of your questions behavioral description questions
- Do determine the “best” answer BEFORE the interviewing process begins
Questions to ask during the interview process to help determine emotional intelligence competencies:
- Has there ever been a time where your performance was affected by your mood? Please describe.
- How have your life experiences helped or hindered you?
- Describe your top three strengths?
- What tasks or processes are hardest for you? What practices have you implemented to help develop this area?
- Have you ever been in a situation where…
- Tell me about a conflict you had when…
- Is there a person in your life that has influenced your career? How did they influence you?
- What would you want people to say about you at your retirement party?
- What would you put on your tombstone?
Exercise:
An interesting method to help determine an applicant’s level of emotional intelligence is through a written exercise. Have the applicant write a letter introducing him / herself to staff or customers. Upon completion, review the letter. How welcoming is the letter? How representative is the letter of organizational mission and values?
Post Interview Reflection Questions:
- What is your overall impression of the applicant?
- How will the applicant acclimate to the current culture?
- Does the applicant have both the social emotional and job related skills to do the job?
- What contributions can the applicant make to your team?
~ With special thanks to The Charmm’d Foundation and initiative schools.
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