Emotional Intelligence (EQ) Interview Questions

Introduction

Emotional Intelligence (EQ) or Emotional Quotient (EQ) has a significant effect on employee success. EQ interview questions provide recruiters and hiring managers with a more comprehensive grasp of a candidate's ability to:

• Be conscious of their own and others' emotions
• Recognize and manage their conduct
• They regulate their emotions in order to adapt to various circumstances.

These characteristics are crucial for a successful hiring selection because individuals with strong emotional and social intelligence:

They cooperate effectively with their teammates because they welcome open communication and change well.

Recruiters and hiring managers should assess emotional intelligence by asking relevant, specific questions pertinent to the position being filled. For instance, a salesperson with emotional intelligence is able to control their anger when listening to client complaints. Similarly, a developer with a high EQ does not become irritated when their colleagues detect errors in their code during code reviews; rather, they accept their colleagues' input and refocus their attention on their task.

Certain emotional characteristics are required of all team members, regardless of position. Emotionally intelligent personnel naturally understand the emotions of others, allowing them to thrive in a team atmosphere. They establish trustworthy relationships and communicate effectively with coworkers and consumers. Aware of their own strengths and flaws, they are typically more receptive to feedback than individuals with lesser degrees of social intelligence and emotional awareness.

Consider incorporating a test of emotional intelligence into your employment process by asking some of the following questions during the first or second round of interviews:

Emotional intelligence interview questions

• Describe an instance when you had an ethical challenge at work. How did you respond, and what was the outcome?
• Describe a moment when someone criticized your work. What actions did you take, and what did you learn?
• How would you settle a disagreement between two coworkers?
• How would you respond if a consumer called to protest that the pricing of our product/service is too high?
• Describe a moment when you had a disagreement with your supervisor. What was your solution?

How to evaluate the emotional intelligence of applicants

Allow your prospects time to reflect on a personal experience. Or, provide them with a fictitious scenario to determine how they would behave. Choose something they would likely encounter if you were to hire them. If a candidate describes a previous experience, he or she should be able to elaborate and provide a complete picture. Whenever required, ask additional questions as follows;

• "What did your colleague say next?"
• "How has your relationship with your boss evolved?
• Or "have you encountered a similar scenario with another client?"
• Observe the reactions and body language of your applicants as they respond to your queries. Do they still appear dissatisfied when discussing the bad comments they received from their management, or can they articulate how they improved as a result?
• Customize your questions to reflect the activities of your organization. Certain emotional intelligence traits are more important for specific roles than others. For instance, if a salesman asserts that they do not respond to customer concerns, this could indicate that they are unmotivated and easily give up. But for a social media coordinator, this could be a positive indicator; instead of responding instantly to a negative comment, they may choose to contact the user and address the issue in a more discrete and suitable manner.
• Transform your responses into actual job experiences. In certain situations, avoiding conflict can be considered advantageous. In a working setting, however, it is a sign of an individual who conceals emotions, which could lead to long-term collaboration and performance concerns.

Red flags to note

• If candidates respond with a variation of the following, it is possible that they lack the emotional intelligence required for the position:
• Such as, "I had a disagreement with a coworker on a project, but we sat down, discussed, and resolved the issue." These types of responses appear "manufactured" and lack specific examples from actual work contexts.
• Brief, broad responses, such as "I remain calm under pressure" or "I am skilled at collaborating with others." These comments are too generic to be meaningful; instead, you should look for specific responses that draw from experience.
• Criticizing and/or accusing bosses and/or colleagues. Those who criticize others may lack self-evaluation abilities and avoid accepting responsibility for their behaviors. However, it is not necessarily off-putting if a candidate relates a terrible experience, provided that they have learned from their errors and altered their behavior.
• Inconsistent body language cues. Applicants who appear uncomfortable answering questions assessing emotional intelligence or who display poor impulse control typically perform poorly in stressful settings.

Conclusion

These Emotional Intelligence interview questions combine a summary of the qualities to look for in applicants with a representative sample of appropriate interview questions.

You can prepare your responses in advance and be prepared to discuss your experience with the interviewer by practicing how you will respond to these Emotional Intelligence interview questions.