25 Emotional Intelligence Interview Questions to Ask Candidates

Imagine you've found the perfect candidate on paper. They have the exact technical skills and experience you're looking for.

But can they navigate the complexities of your team dynamics, manage their own stress under pressure, and effectively communicate with colleagues who have different working styles?

This is where emotional intelligence (EQ) comes in.

Emotional intelligence refers to a person's ability to understand, use, and manage their own emotions in positive ways to achieve their goals. It also encompasses the ability to understand, use, and influence the emotions of others.

In today's workplace, where collaboration and communication are key, having a high emotional intelligence can be just as important, if not more so, than technical skills.

In this blog, we'll dive into why emotional intelligence is crucial for hiring and provide you with 25 interview questions to ask candidates to find out if they are the right fit for your workplace.

What Is Emotional Intelligence?

Emotional intelligence (EQ) isn't a new concept, but its importance in the workplace has grown significantly in recent years. Unlike traditional intelligence measured by IQ tests, EQ focuses on a person's emotional intelligence quotient.

It's a complex construct with various models, but most agree it encompasses five core abilities:

Self-Awareness: This involves understanding your own emotions, recognizing their impact on your thoughts and behaviors, and having a realistic self-assessment of your strengths and weaknesses.
Self-Regulation: This refers to your ability to manage your emotions effectively. It involves controlling impulsive feelings and behaviors, staying calm under pressure, and adapting to changing situations.
Social Awareness: This is your ability to perceive and understand the emotions of others. It involves picking up on nonverbal cues, empathizing with others' feelings, and being sensitive to the social dynamics of a group.
Relationship Management: This skill involves building and maintaining healthy relationships. It includes effective communication, conflict resolution, teamwork, and inspiring and influencing others.
Motivation: Emotionally intelligent people (1/3) are typically driven and goal-oriented. They have a strong internal motivation to achieve their goals and can maintain a positive attitude even in challenging situations.

These five core abilities work together to influence how we perceive the world, navigate our relationships, and make decisions.

People with high emotional intelligence are often described as self-aware, empathetic, adaptable, and strong communicators. They can build strong relationships, manage stress effectively, and excel in collaborative environments.

Why Is Emotional Intelligence Important for Hiring?

In today's competitive job market, technical skills and experience are no longer the sole differentiators when hiring top talent. Hiring managers are increasingly recognizing the importance of emotional intelligence (EQ) as a key factor in predicting a candidate's success within a team and the broader company culture.

Here's why:

(1) Effective Communication and Collaboration

The ability to communicate clearly, actively listen, and understand different communication styles is essential for building strong relationships and developing collaboration within a team.

Emotionally intelligent people excel at these areas, leading to smoother project execution, better problem-solving, and a more positive work environment.

(2) Conflict Resolution and Management

Disagreements and challenges are inevitable in any workplace. However, emotionally intelligent individuals can effectively navigate conflict situations.

They can stay calm under pressure, listen to different perspectives, and find common ground to achieve positive outcomes.

(3) Stress Management and Resilience

The modern workplace can be demanding, and the ability to manage stress effectively is important for employee well-being and productivity.

People with high EQ are better equipped to handle pressure, adapt to change, and maintain a positive outlook even in challenging circumstances.

(4) Leadership Potential

Strong emotional intelligence is an essential of effective leadership. It allows individuals to inspire and motivate others, build trust, and create a sense of belonging within a team.

These qualities are essential for identifying and developing future leaders within the organization.

(5) Customer Service and Client Relationships

In many roles, building rapport and effectively communicating with clients or customers is important.

Emotionally intelligent people excel at understanding others' needs and perspectives, building trust, and providing exceptional service.

(6) Improved Company Culture

Hiring individuals with strong emotional intelligence contributes to a more positive and productive company culture overall.

These individuals promote empathy, collaboration, and effective communication, leading to a more positive work environment for everyone.

How Is Emotional Intelligence Measured?

While there's no single, perfect way to measure emotional intelligence (EQ), several methods can provide valuable insights for hiring managers.

There's also no single "right" answer when assessing emotional intelligence (EQ). The goal is to understand how a candidate typically behaves in emotionally charged situations and how their skills would translate to your specific team and company culture.

Here's an overview of some common approaches:

(1) Behavioral Interview Questions

This method involves asking candidates specific questions about past experiences that demonstrate their emotional intelligence (EQ) skills in action.

By using the STAR method (Situation, Task, Action, Result), interviewers can delve deeper into how the candidate handled specific situations that required emotional intelligence.

For example, you could ask: "Tell me about a time you had to manage a conflict with a team member. How did you approach the situation, and what was the outcome?"

This type of question allows you to assess the candidate's self-awareness, communication skills, and conflict resolution abilities.

(2) Situational Judgment Tests (SJTs)

These tests present candidates with hypothetical scenarios related to the job and ask them to choose the most appropriate course of action.

SJTs can provide insights into a candidate's decision-making skills under pressure and their ability to navigate emotionally charged situations.

For example, "A customer is angry because they received a defective product. They are demanding a refund, but company policy states that refunds are only given within 30 days of purchase, and it's now 45 days."

Question: How would you handle this situation?

A. Apologize and offer a discount on a future purchase.
B. Firmly restate the policy and deny the refund.
C. Offer to replace the defective product with a new one.
D. Escalate the issue to a manager.

(3) Emotional Intelligence Assessments

Several standardized emotional intelligence (EQ) assessments are available online or through professional testing companies. These assessments typically involve self-reported questionnaires designed to measure various aspects of EQ, such as self-regulation and social awareness.

While these assessments can be helpful, it's important to use them in conjunction with other methods like behavioral interviews for a more complete picture.

(4) Observing Body Language and Nonverbal Cues

Pay attention to a candidate's body language and nonverbal cues throughout the interview process. This can reveal valuable insights into their emotional state and communication skills.

For example, good eye contact and active listening demonstrate engagement and social awareness, while fidgeting or avoiding eye contact might suggest nervousness or a lack of confidence.

Emotional Intelligence Interview Questions

Now that we've explored the importance of emotional intelligence (EQ) in hiring and various methods for assessment, let's delve into the heart of the matter: interview questions!

This section provides a diverse range of questions designed to uncover a candidate's EQ across different scenarios. Remember to modify these questions to your specific role and company culture.

(1) Self-Awareness

Tell me about a time you received critical feedback. How did you handle it emotionally, and what did you learn from the experience? (This assesses self-awareness and the ability to learn from mistakes.)
Describe a situation where you realized your emotions were impacting your judgment. What steps did you take to manage your emotions and make a sound decision? (This assesses self-awareness and self-regulation.)
What are your biggest strengths and weaknesses when it comes to working in a team environment? (This assesses self-awareness and an understanding of how their behavior affects others.)
Describe a time when you had to give difficult feedback to a colleague or direct report. How did you approach the conversation, and what was the outcome? (This question assesses the candidate's ability to provide constructive feedback, their self-awareness in understanding how their communication style impacts others, and their emotional regulation in handling challenging conversations.)
What are your go-to strategies for managing stress and maintaining a positive mindset, especially during high-pressure situations? (This question evaluates the candidate's self-awareness of their stress triggers and coping mechanisms, as well as their ability to maintain emotional balance under pressure.)
Reflect on a time when you made a decision that you later regretted. What did you learn from that experience, and how has it shaped your decision-making process since then? (This question assesses the candidate's self-awareness, their ability to learn from mistakes, and their willingness to take responsibility for their actions.)

(2) Self-Regulation

How do you typically manage stress in a demanding work environment? (This assesses self-regulation and coping mechanisms.)
Describe a time you had to deal with a difficult customer or colleague. How did you manage your emotions and resolve the situation? (This assesses self-regulation and conflict resolution skills.)
Tell me about a time you had to adjust your approach or communication style to work effectively with someone who had a different personality type. (This assesses self-regulation and adaptability.)
How do you typically manage your time and priorities when faced with multiple competing deadlines? Can you share a specific example of how you've handled this in the past? (This question assesses the candidate's self-regulation skills, specifically their ability to manage their time, prioritize tasks, and maintain focus and productivity in a high-pressure, deadline-driven environment.)

(3) Social Awareness

How do you typically read the emotions of others in a team setting? Provide an example. (This assesses social awareness and the ability to perceive emotions.)
Describe a situation where you identified a team member who was struggling. How did you approach them and offer support? (This assesses social awareness and empathy.)
How do you stay informed about different perspectives and viewpoints within a team? (This assesses social awareness and cultural awareness.)
How do you stay informed about the needs and concerns of your colleagues, especially those who may not be direct reports or part of your immediate team? (This question assesses the candidate's social awareness, specifically their ability to perceive and understand the needs and concerns of others, even if they are not directly involved in their work.)
How do you typically handle conflicting opinions or viewpoints within a team? Can you share an example of a time when you successfully navigated a disagreement? (This question assesses the candidate's social awareness, specifically their ability to understand and respect different perspectives, and their conflict resolution skills.)

(4) Relationship Management

Tell me about a time you had to build rapport with someone who had a different background or work style. (This assesses relationship management and communication skills.)
Describe a situation where you successfully mediated a disagreement between team members. (This assesses relationship management and conflict resolution skills.)
How do you motivate and inspire others, especially when facing challenges? (This assesses relationship management and leadership potential.)
Describe a situation where you had to lead or influence a team without having direct authority over the members. How did you approach gaining their trust and commitment to the project goals? (This question assesses the candidate's relationship management skills, specifically their ability to lead and influence others, even when they don't have formal authority.)
How do you typically build and maintain strong relationships with colleagues, even when you're not working directly together on a project? (This question assesses the candidate's relationship management skills, specifically their ability to build and sustain positive working relationships over time.)

(5) Motivation

What are your long-term career goals, and how does this position fit into your overall plan? (This assesses motivation and internal drive.)
Tell me about a time you faced a significant setback. How did you stay motivated and overcome the challenge? (This assesses motivation and resilience.)
Describe a situation where you went above and beyond the call of duty. What motivated you to take that extra step? (This assesses motivation and initiative.)
What inspires you and keeps you motivated in your work? Can you share an example of a time when you were particularly driven and passionate about a project or task? (This question assesses the candidate's internal motivation and their ability to stay engaged and driven in their work.)
Describe a situation where you had to take on a task or project that was outside of your comfort zone. How did you approach it, and what did you learn about yourself in the process? (This question assesses the candidate's motivation to grow and develop, as well as their ability to embrace challenges and learn from them.)

Tips for Asking Emotional Intelligence Interview Questions

Hiring managers play a crucial role in identifying candidates with strong emotional intelligence (EQ).

Here are some key tips for the hiring managers to effectively assess EQ during the interview process:

(1) Craft Compelling EQ Interview Questions

Don't rely on generic questions.

Develop a diverse range of questions tailored to the specific role and company culture that delve into different aspects of EQ, like self-awareness, social awareness, and relationship management.

(2) Go Beyond the Initial Response

The first answer might not reveal the whole story. Actively listen and use follow-up questions to probe deeper into the candidate's thought process, motivations, and how they handled specific situations.

(3) Observe Nonverbal Cues

Pay attention to a candidate's body language, facial expressions, and overall demeanor throughout the interview.

These nonverbal cues can offer valuable insights into their emotional state, communication skills, and self-awareness.

Explore note-taking apps like Wudpecker to review transcript, get meeting summary or keyword highlighting for later review. It also comes with a desktop app which allows you to record online or in-person meetings without worrying about the meeting platform.

This allows you to completely automate note-taking. You can completely focus on the verbal communication.

(4) Evaluate for Fit, Not Just Skills

While technical skills and experience are important, don't solely focus on those aspects. Assess how well the candidate's emotional intelligence (EQ) aligns with your team dynamic and company culture.

(5) Consider a Panel Interview

Including a diverse panel of interviewers can provide a more well-rounded perspective on a candidate's EQ.

This allows the candidate to interact with different personalities and communication styles, giving you a broader picture of their social awareness and adaptability.

Pro Tip: If you want to know how to take good quality notes during the interview and organize them, check out this blog.

Conclusion

Emotional intelligence is a critical factor in hiring the best candidates for your team.

By asking the right emotional intelligence interview questions, you can gain valuable insights into a candidate's ability to navigate the complexities of the workplace, communicate effectively, and contribute to a positive team environment.

Incorporating EQ assessments into your hiring process can help you identify emotionally intelligent people who will thrive in your organization and drive long-term success.

FAQs

How Can I Demonstrate Emotional Intelligence in the Workplace?

In the workplace, emotional intelligence (EQ) shines through self-awareness (recognizing your emotions), self-regulation (managing stress), social awareness (empathy and understanding others), relationship management (communication and collaboration), and motivation (positive attitude and goal-setting).