Emotional intelligence or EQ is one’s ability to understand and gain an accurate insight into an individual’s emotions. It gives insights into how an employee will manage and motivate both themselves and others for success.

It’s believed that employers don’t give weight to the candidate’s EQ during the hiring process and often it can be more difficult to teach soft skills than technical skills. This makes sense because of one’s ability to communicate effectively, resolve conflicts, adapt to situations, and improvise on actions largely depending on the EQ of an individual and not their IQ.

The benefits of emotional intelligence are vast and create a large impact on the overall company culture of an organization. However, Emotionally intelligent managers see their staff as people with feelings and emotions first, and workers second. Above all, emotionally intelligent employees are likely to place value and emphasis on building a developed professional relationship.

How to find candidates with high emotional intelligence?

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Some companies use behavioral assessments and psychometric tests to get a sense, while others base their assessment through reference checks. Behavioral-based questions and insights from big data have also developed metrics to measure EQ.

There’s no doubt that employee referrals are a great way to source high-quality workers, and when you look at it from this perspective, employees are a rich source of capital for your organization. Firstly, Employees know who to refer and who not to, as they are the best judge of character on who would succeed and bring in a unique value. Secondly,They’re familiar with the company’s needs and operations. They, themselves, know what their team needs.  Employees themselves can act as an essential layer of pre-screening candidates, handpicking from their network to find the right fit or at least furnish you with a variety of talent.

How to leverage emotional intelligence as a better recruiter?

Remember, recruitment is not about onboarding the candidate or forgetting about them; you need to support the employee as they become an integral part of the organization. Moreover, as a recruiter, the main goal is to also help others to succeed in their job. To achieve this, you need to communicate with them in non-transactional ways and enhance their experience. Creating an authentic, supportive environment and relationship is one major way.

Emotional Intelligence
Emotional Intelligence

Practice active listening. Place reminders on your calendar to check in with them. Go to lunch together randomly. Relationships aren’t built overnight. Once an employee is on board, the relationship is only beginning.

How to grow emotional intelligence to be a better manager

  • Be self-aware; know your management style and understand how it impacts the behaviour of your team members.
  • If something upsets you at work, before you exhibit a visible emotional reaction, firstly take into account the bigger picture and reassess the actions you choose to take.
  • Motivate the employees you lead by working with their strengths; empower them by giving them the resources and support they need.
  • Listen adequately; tune in to the conversation and don’t interrupt unless you have something to build on or improve the conversation.
  • Improve your soft skills by directing conversations through open body language