Drake P3 is one of the few personality profiling tools that provides an assessment of a candidate’s Emotional Intelligence (EI). But what do you do as a hiring manager if your candidate comes back with a low score in one or more of the EI measurements?
We recommend using behavioral interviewing techniques just like we would to understand any other gaps between a candidate’s profile and a Job Profile, the set of personality traits and competencies that predict performance in a specific role.
Here are a few behavioral interviewing questions you could ask to understand a candidate’s EI:
- Interpersonal Insight: It can be challenging to understand the emotions of other people and to empathize with their perspectives. Tell me about a time when you were able to pick up on the emotions of another person in order to understand their point of view.
- Self-Management: Tell me about a time when you were able to control an emotional reaction to a situation at work. How do you think this control paid off for you?
- Drive: Tell me about a time when you persevered despite obstacles or disappointments along the way. Describe how you overcame the obstacles.
- Social Agility: Tell me about a recent conflict at work that you helped to prevent or resolve. What was your role in the conflict? What was the outcome?
- Personal Insight: Tell me about a work situation that really “pushed your buttons.” How did you react to the situation?
Hopefully, these questions will enable you to extend your interviews to include Emotional Intelligence.