What do you do if an IT job candidate lacks emotional intelligence?

Assess the candidate's emotional intelligence's significance for the position they are applying for. Give the candidate constructive criticism during the interview process to help them strengthen their emotional intelligence. If the applicant exhibits promise but deficiency in specific emotional intelligence competencies, contemplate providing training and growth opportunities. If they are hired, assign the individual to a coach or mentor. Conduct role-playing activities to mimic typical working scenarios during the interview or onboarding phase. Set expectations for behavior and situations where emotional intelligence is needed, and clarify how important emotional intelligence is in the workplace.

Conduct a thorough evaluation of the candidate's emotional intelligence during the interview process. Look for indicators such as self-awareness, self-regulation, empathy, and interpersonal skills.

If you identify deficiencies in the candidate's emotional intelligence, address these concerns directly during the interview or assessment process. Provide constructive feedback and examples to illustrate areas for improvement.

Consider offering training or resources to help the candidate develop their emotional intelligence skills. This could include workshops, coaching sessions, online courses, or recommended reading materials focused on emotional intelligence and interpersonal skills development.

If the candidate is hired, focus on integrating them into the team in a supportive and inclusive manner. Encourage open communication, collaboration, and feedback within the team to foster a positive work environment that values emotional intelligence.

Keep track of the candidate's progress in developing their emotional intelligence over time. Offer regular feedback and check-ins to assess their growth and address any ongoing challenges or areas for improvement.

Develop a long-term strategy for cultivating emotional intelligence within the IT team as a whole. Consider incorporating emotional intelligence training into onboarding processes, performance evaluations, and ongoing professional development initiatives.

One approach could be to inquire about specific instances where the candidate had to navigate interpersonal relationships or work in team settings. Providing scenario based questions can help assess their ability to understand and manage emotions effectively. Offering constructive feedback and resources for developing emotional intelligence skills can demonstrate a commitment to supporting their professional growth. It may also be beneficial to provide opportunities for coaching or mentorship within the organization to help the candidate improve their emotional intelligence over time.

I think it's important to consider this article is about candidates, not about current employees. In my opinion, a candidate without this skill is a non-starter. I would rule out the individual and find someone who's a better fit.

Cultural Fit: Evaluate whether the candidate's lack of emotional intelligence may impact their ability to fit into the organizational culture or work effectively with colleagues. Job Fit: Determine whether the role requires a high level of emotional intelligence for success. Some positions may prioritize technical skills over interpersonal skills, while others may require a strong balance of both. Feedback Mechanisms: Implement mechanisms for collecting feedback from team members and stakeholders about the candidate's performance and interpersonal interactions. Use this feedback to inform ongoing development efforts and decision-making processes.