Behavioral Interviewing to Assess Emotional Intelligence

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.

 

 

This entry was posted in Personality Profiling and tagged , , , , , . Bookmark the permalink.