The Power of Emotional Intelligence and Social Awareness in Interviews

Technical skills and experience are only part of what it takes to secure a role, emotional intelligence and social awareness often play a decisive role in securing a new role. Emotional intelligence and social awareness skills often predict success in a team-oriented, dynamic workplace. Emotional intelligence—the ability to understand and manage one’s emotions and those of others—coupled with social awareness, plays a crucial role in creating genuine connections and leaving a lasting impression during interviews.

For some though, the reality of interview rejection can be jarring. They may leave an interview feeling confident only to be surprised by a rejection, often because they missed subtle cues or didn’t fully connect with the interviewers. Developing emotional intelligence and social awareness can mitigate this and increase the likelihood of success in interviews by fostering authentic connections that go beyond mere qualifications.

The Role of Emotional Intelligence and Social Awareness in Interviews

Emotional intelligence in interviews is about more than self-regulation; it involves recognising others’ emotions, accurately perceiving social cues, and adapting accordingly. Social awareness, which encompasses empathy, perspective-taking, and a keen perception of interpersonal dynamics, enables a candidate to adjust to the communication style of their interviewers, respond thoughtfully, and build rapport. Together, these qualities help candidates express themselves clearly, manage nervousness, and genuinely engage with interviewers.

According to a survey from LinkedIn, 92% of hiring managers stated that soft skills, including emotional intelligence, are equally or more important than technical skills. The ability to build rapport quickly, read a room, and respond appropriately are powerful assets. Furthermore, studies by the TalentSmartEQ found that EI is responsible for 58% of performance in all types of jobs, suggesting that individuals with strong emotional intelligence are likely to perform well not only in interviews but also in long-term roles.

Why Emotional Intelligence and Social Awareness Are Emphasised During Interviews

Interviews can reveal much more than a resume, and hiring managers want to understand not only what candidates can do but also who they are. Emotional intelligence is often prioritised because it indicates how well a candidate will function within a team, respond to feedback, and manage workplace relationships. Here’s why EI and social awareness are emphasised:

• Predicting Cultural Fit: Cultural fit is paramount in many organisations, as teams with shared values and collaborative spirit often perform better. Candidates who demonstrate empathy and a strong sense of social awareness can usually adapt more easily to a new workplace culture and establish positive working relationships. Those with EI are also more likely to handle workplace challenges constructively.
• Projecting Adaptability and Growth Potential: Emotional intelligence suggests adaptability, which is essential in a world where job roles evolve rapidly. Candidates who show social awareness and emotional flexibility convey that they are ready to grow with the company, take on new responsibilities, and respond constructively to changes in the workplace.
• Building Trust and Reducing Risk: Emotional intelligence and social awareness build trust and reduce hiring risks. Those who display these qualities often make stronger impressions and instil confidence in hiring managers. Employers are more likely to hire candidates who appear self-aware, socially astute, and able to handle conflicts or feedback gracefully.

Why Some Misinterpret Interview Outcomes

Many people leave interviews feeling optimistic, only to be disappointed when they receive a rejection. Often, this disconnect happens because they misinterpret the social cues and signals during the interview itself. Here are some common reasons candidates might feel confident despite missing key signs:

• Overreliance on Verbal Responses: Some candidates focus heavily on verbal feedback, such as positive comments or nods, while missing nonverbal cues that may suggest hesitation or lack of interest. Interviewers may nod out of politeness or ask follow-up questions without necessarily signalling enthusiasm. Without a strong grasp of nonverbal cues, candidates may misinterpret these interactions as positive reinforcement.
• Confirmation Bias: Confirmation bias can also play a role, as candidates who are excited about a position might only register signs that affirm their hope of securing it, overlooking neutral or negative cues. They might focus on a few moments of rapport and ignore signals like the interviewer's distant body language or lack of engagement.
• Overlooking Social Dynamics: In panel interviews or group settings, understanding group dynamics is essential. Candidates who focus on one interviewer might not notice the disengagement of others, missing opportunities to connect with the entire panel. When hiring managers observe that a candidate only addresses a select few rather than the group as a whole, they might interpret it as a lack of social awareness or a limited ability to work in diverse teams.

Why Developing Social Awareness and Emotional Intelligence is Essential for Interview Success

Improving emotional intelligence and social awareness can make candidates more perceptive and adaptive, helping them to navigate interviews more successfully and connect meaningfully with their interviewers. Here’s why these skills are crucial in interview settings:

Conveying the Right Message from the Start: First impressions are vital. Professionals with high emotional intelligence are likely to make a positive impact quickly by picking up on interviewers’ styles and adapting their communication accordingly. By gauging the level of formality, energy, or enthusiasm in the room, they can better match the tone of the conversation and establish rapport.

Adjusting Communication Style for Better Engagement: Emotional intelligence allows people to adjust their communication style to resonate with the interviewer. For example, if an interviewer is quiet and contemplative, a high-energy candidate might intuitively slow down and become more reflective in their answers, creating harmony and enhancing understanding.

Reading Cues to Gauge Interest and Improve Responses: Social awareness helps candidates interpret feedback in real-time. For instance, if an interviewer begins glancing at their notes or looking distracted, a socially aware candidate might steer the conversation to re-engage their interest or ask a question to reestablish a connection. This dynamic adjustment is often key to successful interviews.

Building Genuine Connections Beyond "Tick-Box" Criteria: Many interviews involve “tick-box” criteria for assessing candidates’ qualifications. However, candidates with strong EI can often transcend these basic criteria by building genuine connections that demonstrate their unique value and interpersonal skills. For example, a candidate who shows genuine curiosity about the company’s culture, listens attentively, and shows empathy in their responses can leave a stronger, more memorable impression than someone who merely answers questions correctly.

Demonstrating Self-Awareness and Honesty: Emotional intelligence enables self-awareness, which allows candidates to communicate their strengths, acknowledge weaknesses without defensiveness, and engage in honest dialogue about growth. Employers often value self-awareness highly, as it indicates a candidate’s potential for improvement and their comfort with feedback—qualities that are essential for personal and professional growth.

How to Develop Emotional Intelligence and Social Awareness for Interviews

Improving emotional intelligence and social awareness is achievable through practice and mindfulness.

• Practice Active Listening: Practice listening without interruption, absorbing what the speaker says before formulating a response. This skill allows candidates to understand interviewers’ perspectives better, demonstrating respect and attentiveness.
• Study Nonverbal Communication: Understanding body language, facial expressions, and tone of voice can provide valuable insights into the interviewer’s reactions. Practicing nonverbal communication can help candidates become more aware of subtle cues and adjust accordingly.
• Request Constructive Feedback: After mock interviews or practice sessions, seek feedback on both verbal and nonverbal communication. This feedback can help candidates understand how they come across and improve their self-awareness in social settings.
• Prepare Questions That Reflect Social Awareness: Craft questions that go beyond surface-level inquiries about the company. Instead, focus on questions that show curiosity about team dynamics, company values, or personal experiences of the interviewers. This approach demonstrates an interest in connecting with the company on a deeper level and reinforces the candidate’s social awareness.
• Reflect on Personal Experiences to Demonstrate Self-Awareness: Candidates should prepare to discuss past experiences where they exhibited or developed emotional intelligence. For example, sharing how they successfully managed a team conflict or adapted to different personalities shows interviewers they can navigate interpersonal dynamics effectively.

Emotional Intelligence and Social Awareness—Essential Tools for Interview Success

Emotional intelligence and social awareness are invaluable assets in the interview process, helping professionals connect with interviewers on a deeper level and communicate their potential beyond technical skills. By developing these qualities, candidates can increase their chances of not only succeeding in interviews but also finding roles and organisations where they will thrive. But developing these skills goes beyond interview success; it prepares us all to handle workplace dynamics, contribute meaningfully to teams, and continually improve themselves professionally. For hiring leaders and managers, these qualities often signal a candidate’s readiness to navigate complex environments and contribute to a positive organisational culture.

Emotional intelligence and social awareness are, therefore, not just interview skills—they are career assets that set executives apart and lay the foundation for a successful, impactful professional journey.

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Mark Geraghty

Partner

Executive Recruit

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