How to Check Emotional Quotient of Candidates while Hiring?

By Archna Oberoi | 23rd February 2018 | #verification importance

Emotions can get in the way or get you on the way. Therefore, along with skills, professional experience and IQ, it is important to evaluate the emotional quotient (EQ) of a candidate while hiring.

EQ is the ability of an individual to recognize their emotions and use this understanding to manage their thinking, behaviour, and adapt to different environments. While there is a lot about a candidate that recruiters get to know through resume and F2F conversations, assessing their EQ needs some smart steps to be taken.

But, how to evaluate candidates for their emotional strength? How to verify their ability to respond to different scenarios that won’t affect his goals in the coming time. Well, while this is tricky, we share some of the tried-and-tested tips that can help you to test their emotional quotient.

1. References by the Candidates can Help

A workplace is the second home to an employee and colleagues are the second family. Thus, they are the ones who know the goods and bads in a candidate, both personally and professionally.

Possibly, the first-information-form in your organization has a column for suitable references. Use this information to inquire how the candidate manages him with others.

For example: Attitude towards a mistake, acceptance towards mistake made by others, how the candidate handles pressure etc. Such questions will help you to evaluate, how the candidate perceives, uses, understands, and manages his emotions at workplace.

Background verification for both personal and professional characteristics are important. It gives a hint about how the candidate will behave in time to come, if hired.

2. A Smart F2F Conversation can Work

During to F2F interview rounds, you can engage the candidate in candid talks and ask questions that reveal how strong they are, emotionally. You can ask them some relevant questions like:

  • How do they settle dispute between two team members?

  • Incidences when they stood for their point, come what may

  • Times when they were appreciated at work and how does it affect them

It’s a good idea to prepare a list of such questions that can unveil the true personality of the candidate and their leadership skills.

3. Take a Situational Judgement Test

A Situational Judgement Test (SJT) presents some realistic, hypothetical scenarios amongst the candidate wherein they have to select  an appropriate response to the scenario. According to the response received, you can analyze the EQ of the candidate.

This one is quite similar to the suggestion 2 discussed above, but if there are many candidates to be interviewed, you can choose situational judgement test over a candid F2F conversation.

EQ is as Important as IQ: Assess Candidates before Hiring

Candidates with good emotional quotient have better leadership skills, are socially responsible, and play an important role in growth of an organization. Testing EQ along with other skills of a candidate ensures that you avoid a bad hire in your company.

To speed up the hiring process, you can automate background verification process in your company. Applications like OKhire enables you to validate candidates from previous employers and hire with confidence.

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