Despite what you might have come to believe after sorting through the internet’s seemingly bottomless slew of articles on the subject, emotional intelligence is more than just a buzzword.
The ability to empathize with others, build lasting relationships, and manage emotions in a healthy way has been proven time and time again to be one of the biggest indicators of workplace and interpersonal success.
Can you tell me about a time you tried to do something and failed?
Asking a candidate to explain a failed project is not only a great way to see how they cope when things don’t go as planned, it’s also an opportunity to see whether or not they’re comfortable taking full responsibility for their actions.
Look for a candidate who can straightforwardly describe a recent failure without shirking the bulk of the blame on other parties or unfortunate circumstances. Even if some external factors played a hand in the mishap, you want a candidate who is comfortable being held fully accountable, and can discuss even the nitty-gritty details of a failed project with fair-minded focus.
Does the candidate seem like they were able to fully bounce back from the issue without getting defensive? Emotionally intelligent individuals possess an inherent self-confidence that can buoy them through setbacks and lets them assess troubling situations objectively, without harsh self-judgment or resorting to outward frustration.
Be wary of candidates who fixate too much on who or what they blame for the failure. When a project doesn’t work out, the key takeaway shouldn’t be based on blame. Emotionally intelligent people know how to move on and examine a situation without bitterness or resentment clouding their judgment.