I am wondering how some people seem to have an unlimited amount of success both in their personal and professional lives. This is because they possess high Emotional Intelligence. A crisis can emerge in many different forms, and it often strikes without warning. Many big organizations have formulated contingency plans for emergencies like COVID-19. With a complete lockdown in most of the countries, it is challenging to access the emotional intelligence of candidates without meeting them.
Emotional intelligence became popular in 1995 by David Goleman. It covers five traits: self-awareness, self-regulation, empathy, social skills, and motivation.
As an HR professional, you should try to understand the candidate’s motivation and behavior. Thus, it makes sense to incorporate EQ into our practice.
This blog will help you to learn how to identify the emotional intelligence of a candidate at the time of recruitment, especially when you cannot have a face-to-face interview.
How to Find An Emotionally Intelligent Candidate?
Recruiting emotionally intelligent candidates is a bit tough task. Everyone shows their positive side during interviews and in the first few months of the job. But it wears off once they settle down. So, it is very important to search for those candidates who