Are You Asking the Right Interview Questions to Assess EQ?

If the last few years have taught us anything, it's that the need to build resilient teams cannot be overstated. The research shows that emotional intelligence is at the heart of fostering this resiliency.

So, training to improve emotional intelligence is a must, but wouldn't it be great if you could give your organization a head start by hiring nextgen employees who are already excelling in this department?

Teams that exhibit high emotional intelligence are better equipped to cultivate a more cohesive and adaptable workplace culture through better communication techniques, stress management, and the ability to show support to colleagues.

Emotionally intelligent leaders enhance this sense of resiliency tenfold by proactively leading with empathy, compassion, and authenticity, ensuring that employees feel appreciated and understood.

How do you leverage your new hires to build teams with a high EQ? Ask the right questions!

20 Interview Questions to Assess Candidates for High EQ

1. Can you describe a time when you had to work with a colleague who was difficult to get along with? How did you handle the situation?
2. How do you stay calm and maintain composure in stressful situations?
3. Tell me about a time when you received constructive criticism. How did you react, and what did you do with the feedback?
4. Can you give an example of a time when you had to manage your own emotions to achieve a positive outcome?
5. How do you ensure that you understand the emotions and motivations of your team members?
6. Can you give an example of a time when you had to adapt your communication style to work effectively with someone different from you?
7. Describe a situation where you had to deliver bad news to a team member. How did you approach it?
8. How do you practice empathy in your daily interactions at work?
9. Can you tell me about a time when you had to resolve a conflict within your team? What was the outcome?
10. How do you handle and recover from a professional setback or failure?
11. Describe a time when you had to persuade someone to see things your way. How did you approach the conversation?
12. How do you build and maintain strong working relationships with colleagues and stakeholders?
13. How do you balance your own needs with the needs of the team or organization?
14. Describe a scenario in which you had to navigate a complex emotional landscape to achieve a goal.
15. How do you handle situations where you have to deliver feedback to someone who is not receptive?
16. Can you tell me about a time when you had to manage your own stress while leading a team through a challenging project?
17. How do you approach mentoring or coaching team members who are struggling emotionally or professionally?
18. Describe a time when you had to advocate for a team member’s well-being or needs.
19. How do you ensure that your own biases do not affect your interactions with colleagues?
20. What strategies do you use to cultivate a positive and inclusive work environment?

These questions are designed to help you and your hiring managers understand how candidates perceive and manage their own emotions, empathize with others, handle stress and conflict, and build effective working relationships—all key indicators of emotional intelligence!

Work With Us

Want to take your efforts a step further and make sure your new hires are immersed in an emotionally intelligent workplace culture from day one? We have the perfect leadership retreat for you!

Onboarding Overhaul

Our Onboarding Overhaul retreat is designed to help you move beyond that first-day-orientation hump and build a truly comprehensive onboarding program that immerses new hires in your org's values so that they feel a true sense of belonging, understand how their personal growth aligns with the success of the organization, and are equipped with a personalized learning plan.

As part of the Onboarding Overhaul, we will:

• Assess your current onboarding program
• Recommend a plan that integrates your key stakeholders in the process
• Give you our list of tools to engage remote/hybrid employees
• Provide you with a recommended 30-60-90-180-365 day onboarding plan

Learn more about our Onboarding Overhaul here.