Forming lasting friendships in the workplace
Posted: Tue Feb 11, 2025 5:49 am
3. Tailor your interview questions
You know by now that there’s no reason to use the same, worn out interview questions used at every company—it’s better to tailor your questions so they make sense for detecting the skills you’re looking for. Carolyn Sun at Entrepreneur has come up with a list of interview questions designed to separate emotional intelligence out of the pack that could be very useful in assessing candidates.
4. Use references for clues
A common behavior of emotionally intelligent people, and speaking to references turkey phone number list can give you insights about how they fit into teams at their previous companies. You’ll get insights not just from references in management roles, but from peer level colleagues who worked closely with your applicant.
5. Create a culture that is appealing to emotionally-intelligent people
Once you’ve found the right emotionally-intelligent candidates, you’ll need to offer them more than a salary and benefits. These top performers will expect a lot from their employer in exchange for their skills, and you’ll need to provide an engaging environment that is transparent and respectful to employees. Clear growth paths, opportunities for learning and collaboration are all helpful in promoting engagement and long-term retention of emotionally intelligent employees.
You know by now that there’s no reason to use the same, worn out interview questions used at every company—it’s better to tailor your questions so they make sense for detecting the skills you’re looking for. Carolyn Sun at Entrepreneur has come up with a list of interview questions designed to separate emotional intelligence out of the pack that could be very useful in assessing candidates.
4. Use references for clues
A common behavior of emotionally intelligent people, and speaking to references turkey phone number list can give you insights about how they fit into teams at their previous companies. You’ll get insights not just from references in management roles, but from peer level colleagues who worked closely with your applicant.
5. Create a culture that is appealing to emotionally-intelligent people
Once you’ve found the right emotionally-intelligent candidates, you’ll need to offer them more than a salary and benefits. These top performers will expect a lot from their employer in exchange for their skills, and you’ll need to provide an engaging environment that is transparent and respectful to employees. Clear growth paths, opportunities for learning and collaboration are all helpful in promoting engagement and long-term retention of emotionally intelligent employees.