Emotional intelligence is your hiring superpower—Here’s how to use it

Workplace dynamics are constantly evolving. One day, you may feel confident and accomplished; the next, you may find yourself navigating complex team dynamics, facing tight deadlines, or adjusting to sudden shifts in priorities. The ongoing effort to balance productivity, collaboration, and personal well-being is a challenge that every team experiences at some point.

In such environments, emotional intelligence (EQ) becomes a critical factor in successful team performance and culture. Leaders and managers increasingly recognise that technical expertise alone is not enough—how individuals relate to others, adapt to change, and manage stress can make a significant difference. Hiring candidates with strong emotional intelligence leads to better team cohesion, improved interpersonal relationships, and more resilient performance under pressure.

Emotional intelligence refers to the ability to recognise, understand, and manage one’s own emotions as well as those of others. According to the Harvard Business Review, emotionally intelligent individuals are skilled at perceiving emotional cues and responding appropriately, which contributes to healthier communication and smoother collaboration.

For leaders, emotional intelligence is not only a desirable trait—it is foundational to cultivating the emotional competencies that build strong, effective teams. Recognising and responding to emotions appropriately lays the groundwork for influence, trust, and cooperation across all levels of an organisation.

EQ can be broken down into five core components:

• Self-awareness: The ability to recognise and understand one’s emotions and the effect they have on thoughts and behavior.
  
  

• Self-regulation: The capacity to manage emotions, particularly in challenging or high-stress situations, to maintain professionalism and composure.
  
  

• Motivation: A personal drive to achieve goals with energy, commitment, and persistence, even in the face of obstacles.
  
  

• Empathy: Understanding and acknowledging the emotions of others, which is essential for supporting colleagues and building strong, respectful relationships.
  
  

• Social skills: The ability to build rapport, communicate effectively, resolve conflicts, and nurture networks that contribute to a positive workplace culture.
  
  

For any organisation striving for long-term success, fostering emotional intelligence across teams is more than a soft skill—it's a strategic advantage. Leadership plays a pivotal role in setting this tone, both by identifying EQ during the hiring process and by modeling these behaviours throughout the workplace.

What studies have to say about emotional intelligence? 

Studies show that emotional intelligence is as important as any other skill in a profession. When the role becomes dynamic and challenging, emotional intelligence becomes a key factor in success. Those who are emotionally intelligent, found to be 31.9% superior to others in handling tough situations. 

Studies have also found that 90% good results of key leaders are attributed to their emotional intelligence, while intelligent quotient takes only 4% to 20% of results. Demonstrating an important factor in continuous success is not just a job of skill or talent but 80% of success depends on emotional intelligence, according to studies.

Mastering the Art of Spotting Emotional Intelligence in Hiring

To assess EQ in potential hires, HR managers should focus on their ability to manage emotions, empathise with others, and build positive relationships. This can be done through behavioral interview questions, observation of non-verbal cues, and utilising emotional intelligence assessments.

Behavioral Interview Questions: Behavioral questions are designed to assess how a candidate has handled situations that require emotional intelligence. By exploring their past experiences, you can gauge their ability to manage emotions, collaborate, and navigate workplace dynamics.

• Conflict Resolution: Ask about previous disagreements or conflicts in the workplace. Focus on how they approached the situation, resolved it, and what lessons they learned from the experience.

• Feedback Reception: Inquire about times they received both positive and negative feedback. Look for indications of their ability to process feedback constructively, maintain emotional composure, and use it for personal growth.

• Stress Management: Ask about their strategies for managing stress and staying composed under pressure. This helps assess their emotional regulation and resilience.

• Teamwork: Discuss experiences where they collaborated with others. Look for signs of respect, inclusivity, and how they handled diverse perspectives within the team.

• Motivating Team Members: Ask about times when they had to motivate themselves or others. This shows their ability to inspire, support, and energise colleagues.

• Handling Criticism: Explore instances where they faced criticism or challenging feedback. Pay attention to how they handled it emotionally and how they used the situation to improve.

Observing Non-Verbal Cues: Non-verbal communication can provide important insights into a candidate's emotional state, intentions, and interpersonal skills. Pay attention to the following:

• Body Language: Observe their posture, eye contact, and overall demeanor. These cues can give you a sense of their emotional regulation and level of comfort in the interview setting.

• Facial Expressions: Look for subtle changes in facial expressions that indicate emotions such as frustration, excitement, or empathy. A candidate’s ability to align their facial expressions with their words can show emotional awareness and authenticity.

• Tone of Voice: Listen for how their tone varies when discussing different topics. A calm, measured tone can suggest emotional control, while erratic or overly loud speech may indicate a lack of emotional regulation.

• Listening Skills: Note whether the candidate listens actively and responds thoughtfully. Strong listening skills are a key indicator of emotional intelligence, demonstrating attentiveness and empathy.

Utilising Emotional Intelligence Assessments: Incorporating EQ assessments can provide a structured and objective way to assess a candidate’s emotional competencies. These tools can supplement interviews and give you deeper insights into their emotional capabilities.

• Self-Reporting Assessments: Consider using questionnaires or tests where candidates can self-report their EQ strengths and weaknesses. This helps provide a clearer picture of how they perceive themselves.

• EQ-i 2.0: One of the most widely respected tools, EQ-i 2.0 measures emotional intelligence across several dimensions, including self-awareness, self-regulation, and social skills. Candidates respond to statements on a five-point Likert scale, helping you gauge their emotional competencies.

• Other Tools: Explore additional assessments like the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), which measures a candidate’s ability to recognise, understand, and manage emotions in themselves and others, or the Schutte Emotional Intelligence Scale (SEIS), which is designed to assess emotional perception and regulation.