When it comes to bringing on new talent, hiring managers are tasked with more than just finding the right skills. They’re also responsible for building cohesive teams, fostering collaboration, and contributing to a positive company culture.
This holistic approach requires a keen understanding of both technical qualifications and the interpersonal dynamics that drive a successful workplace. One skill that’s becoming increasingly valuable in achieving these goals is emotional intelligence (EI). But what exactly is emotional intelligence, and why is it essential for hiring managers?
Emotional intelligence is the ability to understand, manage, and navigate your own emotions and those of others. For hiring managers, this skill is essential for identifying candidates who will not only excel in their roles but also contribute positively to the team dynamics. Below are ten actionable tips on how to leverage emotional intelligence in your hiring process.
1. Understand Your Own Emotions First
Before you can evaluate someone else's emotional intelligence, you need to have a firm grasp on your own. Are you aware of your biases? Do you react calmly in high-stress situations? Understanding your emotional patterns and triggers through self-reflection helps ensure that your decisions are objective and fair, especially during interviews. This self-awareness not only enhances your ability to evaluate candidates but also helps to create a more positive, inclusive environment for everyone involved.
2. Listen More Than You Speak
An emotionally intelligent hiring manager knows that interviews should be a two-way conversation. Active listening allows you to pick up on both verbal and non-verbal cues from candidates. Are they nervous, excited or confident? Their tone, body language, and the way respond can offer valuable insights into their personality and emotional resilience. Engaging actively with their answers can create space for open dialogue to better assess how candidates think, feel and adapt in real time.
3. Ask Behavioral Questions
To gauge a candidate’s emotional intelligence, include questions that assess how they handle emotional situations. Questions like “Tell me about a time when you had to deal with a difficult coworker” or “How do you handle stress at work?” can give you a deeper look into their problem-solving and interpersonal skills.
4. Look for Empathy
Empathy is a cornerstone of emotional intelligence. It allows employees to work well with others and understand team dynamics. During the interview, pay attention to how the candidate speaks about previous coworkers or clients. Are they considerate of others' perspectives, or do they come across as dismissive or solely focused on their own experiences?
5. Assess Self-Awareness
Self-awareness is the foundation of emotional intelligence. Look for candidates who can willingly and openly acknowledge their strengths and weaknesses. Someone who understands their own limitations demonstrates a key aspect of emotional maturity. Such candidates are more likely to seek feedback, learn from their mistakes, and continuously strive for growth within the organization. These qualities are invaluable in any work environment, where personal development and collaboration are essential for long-term success.
6. Pay Attention to Non-Verbal Cues
Emotional intelligence isn’t just about words—it’s about reading between the lines. Watch for body language, tone of voice, eye contact, and posture. Are they open and engaged or closed off? Non-verbal cues can reveal a lot about a person’s confidence, comfort level, and honesty, as well as overall emotional state and how they manage pressure.
7. Value Conflict Resolution Skills
Emotionally intelligent individuals excel at managing conflicts and difficult conversations. When interviewing, look for examples of how candidates have handled disagreements or stressful situations in the past. Their approach to problem-solving in these areas can reveal how they might fit into your team’s dynamics. Candidates who demonstrate empathy, active listening, and a collaborative mindset are likely to contribute positively to a harmonious workplace, making them valuable additions to your team
8. Test Their Adaptability
A strong indicator of emotional intelligence is a person’s ability to adapt to new situations and maintain control over emotions during change. Ask candidates how they’ve responded to major pivots in the workplace or sudden shifts in responsibilities. Their response will reveal how well they handle uncertainty and whether they can maintain emotional balance during transitions. Someone with high EI will show resilience and flexibility.
9. Consider Team Fit Alongside Skills
While technical skills are critical, emotional intelligence often determines whether a candidate will succeed in your organization in the long-term. A highly skilled but emotionally detached person may struggle in a team-oriented environment. Weigh cultural fit and emotional maturity as part of your hiring decision and evaluate how well candidates align with your organization’s values and the interpersonal dynamics of the team.
10. Provide Clear Feedback
Managers with emotional intelligence embrace the opportunity to provide feedback to candidates—even if they aren’t selected for the role. Offering constructive criticism or words of encouragement not only helps candidates grow but also fosters goodwill. This thoughtful approach helps maintain a positive relationship with potential future candidates and enhances your company’s brand reputation. By showing empathy and offering support, emotionally intelligent managers create a hiring process that values personal growth and builds trust with potential talent.
The Bottom Line
Emotional intelligence is a critical skill for both employees and managers, especially in the hiring process. By focusing on emotional intelligence when evaluating candidates, you ensure that new hires will bring more than just technical expertise to your team—they will bring the emotional resilience, empathy, and adaptability necessary to succeed in today’s dynamic workplaces.
As a hiring manager, honing your own emotional intelligence and recognizing it in others will lead to better hiring decisions, stronger teams, and a more positive workplace culture.