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Using Emotional Intelligence Intelligently
Hiring great employees does not stop at their qualifications listed on their resume. Of course the candidates’ qualifications matter, but it’s also important for hiring managers to place an emphasis on the emotional intelligence of their employees. Studies have shown those who manage and understand their own and others’ emotions are better equipped to handle the pressure of being a leader.
The issue is that it’s difficult to assess emotional intelligence when hiring–– especially because the interview process doesn’t always give you an accurate picture of the candidate. It’s important to understand that you can hire for emotional intelligence, and it doesn’t have to be costly!
What is emotional intelligence?
First, let’s uncover what exactly emotional intelligence (EQ) means. According to Very Well Mind, “emotional intelligence refers to the ability to perceive, control, and evaluate emotions.” In everyday life, the ability to express, control, and understand emotions is a huge contributor to your overall success.
In fact, some researchers suggest EQ is more important than IQ in determining if you will be successful in life. Because of this, many companies today mandate emotional intelligence training and utilize emotional intelligence assessments during the hiring process.
The importance of emotional intelligence in the workplace.
According to research performed by Harvard University, the Institute for Health and Human Potential, emotional intelligence counts for twice as much as IQ and technical skills combined in determining who will perform.
Emotional intelligence is currently one of the top 10 most in-demand skills wanted by employers and it will remain so going into the future career world.. Emotional intelligence is important for all employees, but especially for those at the management level. These employees set the tone for the entire workplace, they need to understand how their emotions affect those around them.
The best ways to analyze EQ
Ask the right questions to their references.
When you actually speak to the employee’s references, be sure to ask questions that guide you toward how the potential employee displays potential emotionally intelligent behaviors.
Specifically, it’s important to ask for examples of how the candidate acts toward other people.
Guide your interview toward emotionally intelligent-based questions
Employers think they are basing their interview questions on emotional intelligence, when in fact, they are missing the mark. As humans, we allow people to be vague in their responses and fail to ask the follow-up questions that matter.
Typically, when candidates are asked questions surrounding emotional intelligence, they answer with an idealized version of themselves.
A few questions you can ask to get to the root of the emotional intelligence of your potential employees include:
- Can you describe a time when you were given critical feedback?
- Can you describe a time when there was tension or conflict on a team?
- Can you describe a time when you made a mistake?
- Can you describe a time when you had to have a challenging conversation?
- Can you describe a time when you didn’t agree with a decision being made in the workplace?
- Can you describe a time when you had to come up with a creative solution to a complex problem in the workplace?
Challenging ways to really understand a candidate’s EQ
There are a few ways that current business owners and HR professionals are working to find emotionally intelligent candidates, however, they can be less effective than the avenues listed above. For example, using a self-report test can be a challenging way to accurately identify emotionally intelligent candidates. Some candidates may not be self-aware enough to fill out these tests in an accurate manner, and even if they are, are they telling the truth when applying for a job?
Examples of emotionally intelligent traits
As you work toward hiring more emotionally intelligent candidates, it’s important to understand the traits to look out for. These traits include:
- Focused: Ideally, when your employees come to work they leave everything else at the door. When they come to work they are able to focus on the job at hand rather than thinking about everything going on in their personal life.
- Accountability: Emotionally intelligent candidates don’t make excuses or blame others for mistakes. They are able to own up to their problems and learn from their experiences.
- Team Player: These candidates work toward the greater good for the company and the team. They understand that their hard work is recognized as they work in a team environment.
- Positive Mindset & Down to Earth: A positive and down-to-earth attitude allows these candidates to take common problems easily without being rattled. But they also understand that the problems occurring need to be addressed.
- Confidence: These candidates are not scared of failure or getting embarrassed. They don’t allow fear to prevent innovation in the workplace.
- Free of Ego: Understanding the fine line between overconfidence and confidence is essential to success, and those who are emotionally intelligent understand these differences.
Emotionally intelligent employees have the ability to impact your company culture in an extremely positive way. They are able to put out fires as they need to, lift the spirits of the rest of your team, and stay level-headed during tense and difficult situations.
As you look to hire an employee who holds these qualities, it’s important that your recruiting and culture are aligned to attract and retain them. Reach out to one of our culture operations specialists today to see how we can help!
