3 Ways to Screen Team Candidates For Emotional Intelligence
“No doubt, emotional intelligence is rarer than book smarts, but my experience says it is actually more important in the making of a leader. You just can’t ignore it.”
- Jack Welch, former chairman of General Electric
If you’re not carefully screening candidates for Emotional Intelligence, the time to start is now.
Armed with mobile phones, MacBooks and Zoom, an increasing number of professionals work on virtual teams. For team members, this means greater flexibility and freedom. For business owners, it means tapping into a phenomenally larger talent pool, encountering lower overhead expenses and greater potential to scale. Yet, not all virtual teams are created equal, and not all business owners are maximizing the potential of the virtual talent-force. A profit culture within your company begins with one step… vetting virtual team members for emotional intelligence. Get this wrong, and nothing you do will elevate your virtual team to the level needed to support your business growth at scale. If you get it right, you’ve plugged in to a powerful means to support your vision, lower your stress and scale your profits.
What is Emotional Intelligence (EI)?
It’s important to understand what Emotional Intelligence means, so that you know what you’re looking for in your virtual team members. Emotional Intelligence, or EI, basically breaks down to managing your own emotions, and the emotions of others, in a healthy and positive manner. Emotional Intelligence in leadership requires leaders who have mastered the art of true connection. Effective EI leaders must understand how vulnerability, curiosity and non-violent communication create happier teams, more powerful allegiances and higher profits. For virtual team members, Emotional Intelligence translates to innovation, efficiency, productivity and a sense of community across the digital expanse.
Here are 3 key points to consider when screening candidates for Emotional Intelligence
#1 - How long does she take to reply? Pay attention to the length of time between the question you ask and the moment the interview starts speaking her answer. People with a high level of emotional intelligence often pause for several seconds before answering a question. This indicates strong analytical skills and a high level of mindfulness. In the opposite direction, someone who rushes to answer, as if she could hardly wait for you to stop talking so she could begin, may not be the best choice. This person may struggle with insecurity, poor communication skills and over attachment to how she is perceived.
This matters to you because: Willingness to be vulnerable is a must-have for innovative virtual team members. For team members to express new ideas that move the company forward, they have to be open to the risk of appearing like they don’t know everything. Strong communication skills are specially important on virtual teams, because many time, in-person social cues are not present (i.e. body language or tone of voice). When putting leaders into place, it’s important to vet people who can inspire, listen and genuinely engage.
#2 - How does she process failure? Ask your candidate about a time she failed, and listen closely to her answer. Red flags on this point include: blaming others for the failure, and lacking the resiliency to emotionally bounce back. An interviewee might demonstrate high emotional intelligence by owning accountability, learning from the mistake and maintaining an in-tact sense of confidence.
This matters to you because: Unless you’re going to roll the team in bubble wrap and void all forward movement, mistakes will be made. Your virtual team members should be able to take a breath, own it and learn something from the experience. There’s no room for ego or the blame game. It’s about team work, learning and fostering positive outcomes.
#3 - Why would she fit into your company culture? A candidate who answers this question in a way that proves she’s looked into your company culture, likely possess a fair amount of emotional intelligence. It shows that she is self-starting, and that she cared about the “who” and “why” behind your business. Someone who stumbles on this one, may be displaying a lack of empathy, and a lower level of motivation.
This matters to you because: In the virtual environment, team members encounter many situations requiring self-motivation and research skills. These folks don’t have a manager breathing down their necks and answering every question as it arises, so they should be skilled at taking the initiative. Further, empathy is a powerful component of emotional intelligence., An interviewee who wants to understand how you feel and what drives your company, is displaying empathy. This is even more vital for someone going into a sales role or any customer facing direct contact position. When your clients and customers feel witnessed and understood, they’re far more likely to bring more profit to your business, That process requires empathic team members on the front lines of your enterprise.
how this concept could benefit your business?
Would you like to talk about how I can help screen talent for emotional intelligence, for your team? Let’s hop on a call and discuss it.