The ability to emphatic with others, build long-lasting relationships and manage emotion in the right way has proven from time to time to be one of the biggest indicators of success in workplaces. Emotionally intelligent people can be more easily adapt to new environments and relate well with new colleagues and clients. People with low levels of emotional intelligence might have difficulty managing relationships and deal with stress, which could lead to burnout or bigger conflicts down the line. Among employees who fail to meet expectations during the initial months on the job. This is one of the most prevalent reasons why new hires fail.
It is very important to gauge a candidate’s emotional intelligence when it comes to hiring new talent. To gauge the same, here are a few important questions you can ask to be sure you are hiring the best talent for the business.
Can you tell me of a time you tried something and failed?
Asking a candidate to explain a failed project is one of the greatest ways to see how they cope when things do not go as per the plan. It also presents an opportunity to see whether or not they are comfortable taking full responsibility for their actions. Look for a candidate who can straightforwardly describe a recent failure without shirking blames on others for the unfortunate circumstances. Even if some external factors played a hand in the mishap, you will want a candidate who is comfortable being held fully accountable. Additionally, you will be looking to see how they were able to bounce back without getting defensive.
Tell me about a time you received a negative feedback
This is also another great question that helps you understand one of the most recognizable qualities of an emotionally intelligent person. – That is the ability to deal with criticism. People who have high emotional intelligence are well equipped to handle negative feedback without losing their minds. They can process even unexpected feedback without letting it damage their self-worth. That is not to say negative feedback has no emotional impact on emotionally intelligent people. It means such people know how to fully process those emotions with a level head and have a clear focus on the facts. You need to look for candidates who can specifically describe the feeling they experience upon receiving negative feedback.
Can you tell me about a conflict at work that made you feel frustrated
We are humans and we always get frustrated from time to time. It is how we handle such frustrations that matter. It is very important to hear how a candidate explains a work conflict as doing so can help you get some vital clues on their emotional intelligence. Conflicts can stir up a lot of difficult emotions and asking a candidate to describe a dispute and how they dealt with the same can give you meaningful insight into how they manage their emotions and emphatic with others. Emotionally intelligent people will be able to explain a conflict situation clearly and objectively.