How to Recruit Emotionally Intelligent Candidates in a Pandemic

Now, more than ever, amid the COVID-19 pandemic, emotional intelligence in the workplace needs to be a priority. Research suggests that it is a top skill for this year, particularly in the context of AI and automation. In this article, we discuss:

• The role of emotional intelligence in the workplace
• Tips to recruit EQ-rich candidates
• Exclusive insights from Addison Group’s Claudia Johnson

We are all aware of intelligence quotient (IQ) and how it relates to cognitive capabilities in the workplace. But are you checking for emotional intelligence (EQ) when building your team, especially during a crisis? Originally, popularized in Daniel Goleman’s 1995 bookOpens a new window , emotional intelligence covers five traits: self-awareness, self-regulation, motivation, empathy, and social skills. And these are equally important to an employee’s performance, especially during testing times.

To explore how HR could make EQ part of their recruitment blueprint, we spoke to Claudia JohnsonOpens a new window , director of internal recruiting at the Addison GroupOpens a new window . She provided valuable insights on emotional intelligence in the workplace.

Learn More: Building the Skills of the Future: Why Emotional Intelligence Is Critical for the AI GenerationOpens a new window

The Need for Emotional Intelligence in a Crisis-Hit Workplaces

Back in 2016, the World Economic Forum had predictedOpens a new window that emotional intelligence would be a top skill by 2020. At that time, the focus was on other soft skills like coordinating with people and active listening. EQ is still regarded as a “personal” quality, with little bearing on one’s professional contributions.

Fast forward to 2020, and emotional intelligence has rapidly climbed up the skills charts for employers and job seekers alike. LinkedIn’s 2020 Workplace Learning ReportOpens a new window studied 660+ million professionals and 20+ million jobs to identify the top soft skills Opens a new window for this year.

Emotional intelligence is among the top five, the first time it has attained this ranking, and sure to climb higher, given the pandemic.

Johnson said that EQ must feature prominently in candidate resumes in 2020. “Emotional intelligence (EQ) can be displayed on a resume with experiences that show exceptional communication skills, adaptability, and flexibility,” she said.

This recommendation is confirmed by Capgemini’s study Opens a new window of 750 executives in 2019. The survey revealed the following telling insights:

• 74% of executives said that EQ will be a must-have skill for all employees in the next 1-to-5 years.
• 70% of Indian and Chinese organizations have a strategy to build emotional intelligence in the workplace, ahead of other countries like Germany (32%) and Norway (31%).
• Demand for EQ skills will rise by 6X times on average in the next 3-5 years.
• 76% agree that AI and automation will increase the demand for emotional intelligence in the workplace.

Clearly, you need a robust strategy for assessing EQ at the time of hiring, especially now. Let’s look at three useful tips, with insights from Johnson.

Learn More: Why Human Emotions Will Fuel Thinking (and Success) in the Workforce of the FutureOpens a new window

3 Tips to Hire for High EQ During COVID-19

Two trends have propelled EQ to the center stage.

First, there is the rise of AI and automation that is taking over process-based tasks. As a result, employees previously engaged in iterative, admin-leaning roles must be reskilled for more creative areas, which requires high EQ.

Second, the nature of the workplace is rapidly changing, with the entry of multiple generations, diverse employee expectations, new employment types and the sudden shock of COVID-19. In the world of New WorkOpens a new window and an unfolding pandemicOpens a new window , EQ skills will determine employee success and performance.

So, is it possible to check a candidate’s EQ right at the time of hiring? The answer is a definitive YES.

1. Hold face-to-face interviews structured around emotional intelligence

While several steps of the hiring journey can be automatedOpens a new window , EQ can be best assessed on a one-to-one basis. “Face-to-face interviewing helps to better understand a person’s EQ. Particularly for more senior positions, getting facetime with candidates (whether that’s in-person or through a screen) is invaluable,” agreed Johnson.

We’d recommend earmarking a dedicated interview session on EQ. This could include the following questions:

• Has any team member ever been negatively impacted by your behavior?
• Tell us about a work experience that you recall with pride?
• Who is the one individual from your personal life who has inspired you the most?

As you can see, these questions are deeply personal and urge candidates to look inwards before answering. If someone responds with a generic statement like “My sense of perfectionism sometimes annoys my team members,” then it is a clear red flag. The candidate might lack the EQ to step outside the box and offer a genuine, heartfelt response.

“Create a fluid conversation and ask questions to determine if a candidate can handle their emotions, perform under pressure, and effectively resolve conflicts. Not to mention, check if they’re [respectful] and a good listener — these traits are necessary across all industries,” added Johnson.

2. Use simulations and role-play to understand candidate behavioral tendencies

An interview may not be enough to indicate the potential emotional intelligence a candidate would bring to the workplace once they are onboarded. That’s where to role-play and virtual reality (VR)Opens a new window simulations come in.

In the role-play model, you ask the candidate to put themselves in an employee’s shoes and simulate their reactions to different workplace triggers. For example, you could act out negative criticism from a manager and observe how the candidate responds. You could also do this in a group environment, where two existing employees stage a conflict and each candidate in the group is tasked with solving it.

VR works on the same premise but takes it to a whole new level of immersion.

The situation is literally played out in front of the candidate’s eyes; therefore, their reactions will be far more accurate. Walmart has already pilotedOpens a new window a solution on these lines. It uses Oculus Go VR headsets to test store managers for decision-making, leadership capacities, and soft skills when they join a new retail location.

3. Leverage AI hiring toolsOpens a new window to detect EQ indicators among candidates

Despite the subjective nature of emotional intelligence and the soft skills that it enables, sophisticated hiring toolsOpens a new window are up to the task of measuring quite a few aspects of it.

Specifically, AI can study body language patterns from pre-recorded video interviews to give you an accurate picture of a candidate’s personality and EQ make-up. The AI uses object recognition to log candidate gestures, facial expressions, and changes in postures, attaching these indicators to a specific emotional profile. 

“With the advancement of AI, hiring managers can better identify more qualified candidates in a shorter period of time. As these tools advance, they will let hiring managers choose candidates who have the technical skills, and also get an accurate idea of candidates’ emotional intelligence levels,” said Johnson.

HireVue’s Opens a new window video interviewing software is among the most popular tools in this segment. Candidates can hold live and on-demand video sessions with their employers. The platform’s AI scans body language, voice tonality, and keywords to assess the candidate.

You could also consider a HireVue alternative by AspiringMindsOpens a new window , meant for live interviews powered by AI. It scores the candidate based on body language, voice tonality, and facial expressions, giving you a clear picture of their potential EQ levels. “Across all industries, these tools should recognize candidates who display that they can successfully communicate, resolve conflict and balance their emotions in challenging situations,” said Johnson.

Learn More: Psychometric Tests to Identify Soft SkillsOpens a new window

Beyond Hiring: How to Strengthen Emotional Intelligence in the Workplace in 2020

In a crisis, it is even more important to double-down on emotional intelligence in the workplace. The first step is to hire for emotional intelligence, which is already happening in over 50% of companies (at least for middle management and senior roles). The next step is to use platforms like MyGrowOpens a new window to develop the emotional intelligence levels in your workplace. The platform claims to bring about a 25% increase in productivity and a 43% increase in staff retention. In these uncertain times, those are the results organizations are looking for.

What is your take on hiring for emotional intelligence in the workplace? Tell us on FacebookOpens a new window , LinkedInOpens a new window , or TwitterOpens a new window . We would love to hear from you!