Emotional Intelligence Assessment
The ability to empathize with others and manage emotions in a healthy way, build lasting relationships. This is one of the biggest proven indicators of workplace and interpersonal success.
Emotional intelligence can be the difference between a lasting agency-client relationship and a severed contract, in client-facing roles. Agencies need to pay close attention to a candidate's level of emotional intelligence before hiring new employees, since it will likely the result of their early success (or failure) on the job having a big impact.
It can be easier to adapt new environments for emotionally intelligent individuals and they quickly relate to new colleagues and clients. People with People might have to face difficulty managing relationships who have low levels of emotional intelligence and they end up with stress, which could lead to bigger conflicts and burnout down the line.
Among employees 23% fail due to low emotional intelligence who fail to meet expectations during their first 18 months on the job, .Due to general lack of coach ability new hires fail that’s the second most prevalent reason.
When it comes to hiring the best new talent gauging a candidate's emotional intelligence is pivotal but in a brief interview setting can something so complex be evaluated sufficiently?
Some candidates have the ability of seeming emotionally intelligent. They respond instantaneously with practice, too-good-to-be-true response to classic interview questions, e.g.:
What's your greatest weakness?
Well, I just care too much about my work.
To help you dig deeper into a candidate's real level of emotional intelligence, there is following list of interview questions. Learn what to ask and how to identify an emotionally intelligent response.
5 Interview Questions to Evaluate Emotional Intelligence
1) Can you tell me about a time you tried to do something and failed?
Check Out whether or not candidate is comfortable taking full responsibility for their actions. Asking Him to explain a failed project. This is a great way to see how they cope when things don't go as planned.
Hire a candidate who can easily describe a recent failure without blaming unfortunate circumstance sand other parties. Even if some external factors played a hand in the mishap, you need a candidate who is fully accountable, and can discuss of a failed project with focus.
Does the candidate able to fully bounce back from the issue without getting defensive? Emotionally intelligent individuals have an inherent self-confidence that can guide them through difficulties and let them resolve troubling situations objectively, without resorting to outward frustration and harsh self-judgment.

Avoid candidates who blame others for the failure and fixate too much on who or what they did. The key when a project doesn't work out, shouldn't be based on blame. People with Emotional intelligence know how to move on and examine a situation without resentment and bitterness or clouding their judgment.
2) Tell me about a time that How did it make you feel when you received negative feedback from your boss?
The ability to deal with criticism is one of the most easily recognizable qualities of an emotionally intelligent person. Highly Emotional intelligent People are well-equipped to handle negative feedback without losing stride. Without letting damage to their self-worth they can process even unexpected feedback.
It does not mean negative feedback has no emotional impact on emotionally intelligent employees. People with high emotional intelligence experience emotions like everyone else – but the difference is they just know the art how to fully process those emotions with a level head and a clear focus on the facts.
Look for a candidate who can specifically describe what they felt when received negative feedback, e.g.: " I was surprised and a little upset by my manager's comments on my project, but when I study Deeply into the reasoning behind her comments, I realized that I could have definitely given more attention to several factors . And Then I was able to use her feedback for a more well-rounded approachable next project."
The understanding of the employee with their manager's point of view indicates a high level of emotional awareness.

The Candidates with Answers such as they can't really express or felt "bad” the feedback affected them seems to be less emotionally intelligent. In the same way, if a candidate thinks the feedback was undeserved and doesn't even try to understand their manager's point of view, they might have difficulty stepping outside of their own viewpoint.
3) Ask about a conflict at work that made them feel frustrated?
It's how you handle that frustration that really matters because everyone gets frustrated sometimes.
How a candidate explains a conflict on workplace can offer some valuable clues into their emotional intelligence. A lot of difficult emotion scan stir up by Conflicts, ask a candidate to describe a dispute and the way how they dealt with it can give you meaningful insight into how they manage their emotions and commune with others.
According to psychologist and author Daniel Goldman, emotionally intelligent people have four distinguishing characteristics:
• They were good at understanding their own emotions (self-awareness)
• They were good at managing their emotions (self-management)
• They were empathetic to the emotional drives of other people (social awareness)
• They were good at handling other people's emotions (social skills)
These characteristics are put to the test in difficult situations. Emotionally intelligent people clearly explain a conflict situation and objectively, giving a specific run down of what they felt at that time, and how they managed that situation/feelings, how they used social cues to inform their decisions.
Consider the following four areas as they explain the conflict situation:
1) Self-awareness:Can they clearly articulate the emotions which they experienced during the conflict?
2) Self-management:Were they able to move any past negative emotions and work leads towards a resolution?
3) Social awareness: Do they seem aware of the motivations and challenges of other person?
4) Social skills: Were they able to mend the relationship and move past the conflict?
4) Tell me about a hobby you would like to do outside of work. Can you teach me about it?
Ask the candidate to explain one of their hobbies as if you know nothing about it. It can be anything Cookie jar collecting, horseback riding, Golf or anything they're willing to share details about.
Prompt them with questions that force them to re-explain,simplify and change their communication style that suit your clear lack of understanding, when they explain the hobby. See their reaction. Are they getting frustrated or flustered? Seethe quickness level to adapt their communication style which meet your needs?
Emotionally intelligent people remain calm and patient when face any communication challenge. When their message isn't clearly getting across,they can easily read social cues and will pivot their approach to meet the requirements of their audience.
5) Can you tell me about a time when you needed to ask for help on a project?
Without being overconfident emotionally intelligent people are self-confident. They have a realistic understanding of their strengths as well as limitations, and they will never afraid to admit what they don't know. They know that asking for Someone’s help and collaborating with others is a sign of strength, rather than weakness.
Be careful of candidates who seem embarrassed or hesitant or to admit when they need help sometimes. Look for someone who is confident in discussing a time when they need the help of a colleague due to a gap in knowledge of a specific subject.
Emotionally intelligent people will be transparent about the points in which they lack of and will show a real drive to better themselves by taking help, collaborating and using all the available resources.