Hiring for High Emotional Intelligence: How to Use the EQ Interview Process

  • Human Resources & Training
  • Course Code: 62052
Emotional intelligence (EQ) competencies lie beneath great performance for nearly every job in today’s workforce. As a hiring manager or interviewer, determining whether or not a candidate has strong EQ skills can make the difference between a successful hire and a disaster.
In fact when technical competencies are equal, greater EQ competencies often account for job success in many different positions. Moreover, for leadership positions, EQ competencies account for a much larger portion of job success.
A study conducted by LeadershipIQ that tracked the success and failure of new hires concluded that only 11% of employees failed because they lacked the technical competence to do the job. The remaining reasons new hires failed were due to issues such as alienating co-workers, being unable to accept feedback, lack of ability to manage emotions, lack of motivation or drive and poor interpersonal skills.
Thus, EQ is a key attribute that you must determine before you make an offer.
Especially in a recession where more applicants are available, being careful in selection gives you great advantage over your competitors.

How You Will Benefit

A definition of emotional intelligence and why EQ is important in the hiring process

A step-by-step interview process for EQ hiring 

Specific examples of EQ interviewing in action

How to ask behavior-based questions that reveal EQ competencies

Common reflection errors 

Specific tips and advice for spotting an EQ fraud


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