For an employer, recruitment into the organisation is one of the key determinants of business success. Interview processes only offer a limited time to ascertain if an individual has the requisite skills to perform the role, and whether or not they will fit into the company culture. Cultural fit and one’s ability to get on well with colleagues and clients will be predominantly driven by their emotional intelligence. Whilst emotional intelligence is a crucial ingredient, it is notoriously hard to test during an interview. Here are 9 examples of questions that may be used to gauge emotional intelligence.
1 – During a period of organisational change, where the strategy is changing, and so are individual objectives – how would you realign?
Change is inevitable and necessary for organisations who want to succeed in today’s fast moving global economy. Some individuals struggle with change and can drag their heels when anything affects the status quo. The ideal candidate first seeks to understand the change, evaluates it, incorporates the change, and then presses ahead with renewed focus.
2 – What inspires you and why?
This question could result in so many answers but at its root it is seeking to understand what motivates somebody, which is a valuable thing to know about a potential future employee. Why? Because it will help the employer know how to motivate the candidate and ensure they are successful.
3 – What quality do you value most in a manager you work for?
There are lots of good responses to this question which would exhibit emotional intelligence. In fact this is one where an employer would be more likely to be looking for any concerning answers such as, ‘I value a manager who just keeps out of my way day to day.’ Perhaps a more emotionally intelligent way to provide the same theme of answer would be, ‘I value a manager who trusts me enough in my role to allow me to oversee day to day activities, but spends time with me periodically so I can gain management oversight and feedback.’
4 – Do you maintain friendships from places you have worked previously?
Employers may not be looking for someone to have made best friends at every former employment. However this can be a good test to see if someone was well liked and formed ongoing alliances/friendships.
5 – What has frustrated you most thus far in your career?
This question could prompt a wide array of responses and it is seeking a view of something that prompted a negative emotion, which the interviewee may quite naturally feel nervous to expose. However it is normal to feel frustrated and an emotionally intelligent candidate will likely volunteer how they went onto manage the frustration, and/or turn it into a positive outcome.
6 – What skill/expertise do you feel you want to work on in the short term?
This question is trying to ascertain if the individual has a good grasp of their own skill set and where they feel there is room for improvement. An individual who says they have no areas for improvement may not be an ideal hire!
7 – What one thing has provided you with the most career success thus far?
There are many answers to this question but an emotionally intelligent individual would likely pause for a moment and consider the question before providing a genuine and thoughtful response.
8 – If you had a new team member who was a peer and you noticed that they were doing things incorrectly, what would you do?
Clearly the type of role and the particular errors will determine the course of action, but where possible the employer would expect the interviewee to say they would attempt to pick up a mentoring role and assist the new team member. Of course, if that was unsuccessful it may be appropriate to speak with a manager.
9 – On a day in the past when you woke up not feeling like you could face work – what made you feel like that and how did you address it?
Steve Jobs famously said, “For the past 33 years, I have looked in the mirror every morning and asked myself: ‘If today were the last day of my life, would I want to do what I am about to do today?’ And whenever the answer has been ‘No’ for too many days in a row, I know I need to change something.” Self-awareness is very important and the ability to assess what might be playing on one’s mind and to find a proactive and positive way to address it is key.
Hopefully we have provided you with some good advice on how to answer these types of questions or some good ideas for questions that you can use in an interview to gauge emotional intelligence. As Daniel Goleman, noted psychologist and author of Emotional Intelligence, reminds us, “Emotional intelligence accounts for 80 percent of career success”.
If you need interview advice please get in touch, Maxwell Stephens are here to help.
3 Techniques Leaders Can Use To Get The Most Out Of Their People As leaders we need to be proactive in making sure that our
Our latest Salary Survey report delves into the FM sector, including the demographic makeup of the industry, levels of remuneration, working life, responsibilities, and career attitudes and motivations.
Click the button below to download your free copy today.