Construct Validity
Construct valdity relates to whether a particular psychometric assessment...
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section one
5 Effective Interview Questions to Measure Emotional Intelligence
Lead consultant at Test Partnership, Ben Schwencke, explains why Emotional Intelligence is worth measuring.
Of all the determiners of job performance in the workplace, few are as consistently sought after as emotional intelligence. Emotional intelligence, or the ability to recognize, understand and regulate one's own emotions, as well as the emotions of others, has become an increasingly important trait in the workplace. Hiring individuals who possess strong emotional intelligence can lead to improved communication, increased empathy, and better teamwork, all of which can lead to higher job satisfaction and productivity.
However, measuring emotional intelligence in a job interview can be a challenging task for hiring managers.
In this article, we will provide you with five effective interview questions to measure emotional intelligence that will help you assess a candidate's self-awareness, self-regulation, empathy, and social skills. By using these questions, you can gain a deeper understanding of a candidate's emotional intelligence and determine whether they will be a good fit for your organization.
Can you describe a time when you had to manage your emotions in a difficult situation?
Would demonstrate self-awareness, self-regulation, and empathy. The candidate would describe a situation where they recognized their emotions, regulated them effectively, and took actions that were considerate of others. The candidate might also share how they reflected on the experience and what they learned from it.
Might be vague and lack detail or fail to demonstrate self-awareness or empathy. For example, the candidate might describe a situation where they lost their temper, yelled, or acted impulsively without considering the impact on others. They may not have recognized their emotions, or they may not have made any efforts to regulate them. Such an answer would indicate a lack of emotional intelligence and suggest that the candidate may struggle with managing their emotions in the workplace.
- 1. What emotions did you experience in that situation?
- 2. How did you recognize those emotions?
- 3. How did you regulate your emotions and what techniques did you use?
Can you describe a situation where you had to work with someone who had a different communication style than your own?
Would demonstrate adaptability, active listening, and effective communication skills. The candidate would describe a situation where they recognized the differences in communication styles and took steps to adapt to the other person's style. The candidate might also share how they used active listening to understand the other person's perspective and ensure effective communication and collaboration.
Might show a lack of adaptability and communication skills. For example, the candidate might describe a situation where they were unable to adapt to the other person's communication style and struggled to communicate effectively. They may have become frustrated or failed to understand the other person's perspective, resulting in ineffective collaboration. Such an answer would suggest a lack of emotional intelligence and an inability to work effectively with people who have different communication styles.
- 1. How did you recognize that your communication styles were different?
- 2. What techniques did you use to adapt to their style?
- 3. How did you ensure effective communication and collaboration despite the differences in communication styles?
Can you describe a time when you received constructive feedback from a colleague or manager?
Would demonstrate openness to feedback, a growth mind-set, and a willingness to learn and improve. The candidate would describe a situation where they received constructive feedback, acknowledged the feedback, and took steps to address it. The candidate might also share how they reflected on the feedback and what they learned from the experience.
Might show defensiveness or a lack of willingness to accept feedback. For example, the candidate might describe a situation where they became defensive or dismissive of the feedback and failed to take any action to address it. Such an answer would indicate a lack of emotional intelligence and suggest that the candidate may struggle to receive and incorporate feedback in the workplace.
- 1. What was the feedback you received?
- 2. How did you react initially to the feedback?
- 3. What steps did you take to address the feedback and improve?
Can you describe a time when you had to navigate a difficult interpersonal conflict at work?
Would demonstrate conflict resolution skills, empathy, and effective communication. The candidate would describe a situation where they navigated a difficult interpersonal conflict and took steps to understand the perspectives of everyone involved. The candidate might also share how they communicated effectively to de-escalate the situation and find a mutually agreeable solution.
Might show a lack of conflict resolution skills or emotional intelligence. For example, the candidate might describe a situation where they avoided the conflict or escalated it further, resulting in a negative outcome. They may not have taken the time to understand the other person's perspective or communicated effectively to find a resolution. Such an answer would suggest that the candidate may struggle to navigate interpersonal conflicts in the workplace.
- 1. What was the conflict about and who was involved?
- 2. How did you approach the situation and communicate with the other person/people involved?
- 3. What steps did you take to resolve the conflict and maintain positive working relationships?
Can you describe a time when you had to work under a high-pressure situation? How did you manage your stress?
Would demonstrate resilience, self-regulation, and problem-solving skills. The candidate would describe a situation where they had to work under high pressure and were able to manage their stress effectively. They might share techniques such as deep breathing, taking breaks, or breaking down the task into smaller, more manageable steps. The candidate would also describe how they were able to stay focused on the task at hand and achieve the desired outcome despite the pressure.
Might show a lack of resilience or self-regulation skills. For example, the candidate might describe a situation where they became overwhelmed by the pressure and were unable to manage their stress effectively. They may have become emotional or shut down, resulting in a negative outcome. Such an answer would suggest a lack of emotional intelligence and an inability to work effectively under pressure.
- 1. What was the situation and what made it high-pressure?
- 2. What emotions did you experience in that situation?
- 3. What techniques did you use to manage your stress and stay focused on the task at hand?
section two
Limitations of interview questions for Emotional Intelligence
When it comes to measuring emotional intelligence in the workplace, interviews are unfortunately not the most effective tool. Many components of emotional intelligence are highly intrapersonal and cannot be effectively expressed during an interview. In fact, many components of emotional intelligence are antithetical to interview performance, whereby highly Machiavellian individuals are especially likely to perform well in interviews. Consequently, emotional intelligence is best measured using behavioural assessments, which are not biased by a candidate's interview skills.
Test Partnership offers a range of behavioural assessments that measure emotional intelligence directly. In addition to an emotional intelligence-specific assessment, we also measure emotional intelligence alongside the Big Five personality traits, providing a well-rounded profile of the candidate's personality. For more information on our suite of assessments, please contact us directly or feel free to register for a free trial.
