What do you do if your interviewee's emotional intelligence affects their performance?

1 Recognize Signs

Recognizing the signs of low emotional intelligence during an interview can be tricky. You might notice the candidate has difficulty reading social cues, responding appropriately to your questions, or showing empathy. It's important to differentiate between nerves and genuine EQ issues. Consider whether the candidate is simply nervous or if their responses indicate a deeper inability to engage effectively in social interactions. This distinction will guide your approach in addressing their performance.

2 Ask Directly

If you suspect that emotional intelligence is affecting an interviewee's performance, don't shy away from addressing it directly. Craft your questions to draw out responses that reveal their self-awareness, adaptability, and empathy. For example, ask about a time they received critical feedback and how they handled it. Their answer can give you insight into their EQ and provide an opportunity for them to demonstrate self-awareness and the ability to manage emotions constructively.

4 Observe Interactions

Pay attention to how the candidate interacts with others, not just during the interview but also when they arrive and leave. Observing their behavior with reception staff or other team members can offer valuable insights into their emotional intelligence. A candidate who treats everyone with respect and shows adaptability in different social settings may just be struggling with the formal interview process.

5 Consider Context

It's crucial to consider the context of the role when assessing emotional intelligence. Some positions may require high levels of EQ, while others might not prioritize it as much. Reflect on the job requirements and how essential emotional intelligence is for success in that specific position. This will help you decide whether the candidate's EQ is a deal-breaker or if other strengths could compensate for lower emotional intelligence.

6 Follow Up

If you're still unsure about an interviewee's emotional intelligence after the initial interview, consider a follow-up meeting. This could be a more informal setting or a structured second interview that allows them another chance to demonstrate their interpersonal skills. Sometimes, a second interaction can reveal different aspects of a candidate's personality and emotional intelligence, providing a more rounded view of their potential fit for the role.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?