Emotional intelligence (EQ) has quietly become one of the most important predictors of workplace success. Studies show that if an employee has a high EQ, there is a 58% higher chance that they will succeed, no matter the industry, no matter the technical skills [1].
While technical skills can be trained, EQ is something expected already on the hiring stage. Testing emotional intelligence helps identify the best candidates: not the most experienced ones, but the ones who flexibly integrate into teams.
This guide will answer the question “How to test emotional intelligence in an interview?” with four methods.
4 Methods How to Test Emotional Intelligence and Find the Best Candidates
Although there are many ways to test emotional intelligence in an interview, the person responsible for hiring should remain professional. These four methods are the most common:
- Sending an EQ evaluation in advance
- Specifically designed interview questions
- Case studies/potential scenarios
- Exploring the content candidates consume
They show professionalism and curiosity in a candidate without overstepping the line.
1. Send an EQ Evaluation in Advance
Before you even meet a candidate, you can get valuable insights into their emotional intelligence using a pre-interview emotional intelligence test. In the pre-interview stage, you should make sure that the candidate checks off the most important requirements to save your time in the future. So, if EQ levels are of that criticality for you, you must include EQ testing at this stage.
Choosing the test is the most important step. The best way is to get curious with the candidate and ask them, “How to test your emotional intelligence?“, not to impose any specific evaluations. They might already have a certificate or an evaluation they prefer.
However, check off the following criteria for the chosen EQ test:
- A test should be developed by mental health, career growth, coaching, etc., professionals.
- A test should mention triggering topics, if any.
- A test should mention the framework it’s based on.
This method isn’t perfect. According to the CareerBuilder questionnaire, 6 out of 10 salespeople won’t proceed with an online job application if they consider it too long [2]. So, if you add EQ assessment, be sure to make the first part about experience as prompt as possible.
2. Ask the Questions That Assess Different Components of Emotional Intelligence
When testing emotional intelligence in an interview, traditional “tell me about yourself” questions won’t reveal much. What’s even less professional is asking the questions with “emotional intelligence” in formulations. For example, “How would you assess your EQ levels?”
This mistake shows that a recruiter is not sufficiently prepared because they don’t have the skills to assess EQ on their own. Moreover, a candidate may stop being sincere and put on a “hire-me” mask when they try to look better than they are (which is not bad).
Instead, ask questions designed to uncover how a candidate thinks, reacts, and reflects. Try to target all five key components of EQ: self-awareness, self-regulation, motivation, empathy, and social skills. Here are some examples:
Self-awareness:
- What’s your biggest weakness?
- How do you feel when people point out your weaknesses and critique you?
- What achievement are you most proud of, and why?
Self-regulation:
- Have you ever received negative feedback? How did you respond?
- Describe a high-pressure situation and what you did to calm things down.
Motivation:
- Who inspires you, and why?
- What values drive your work?
- How do your personal values align with your potential work at our company?
Empathy:
- Tell me about a time you had to deliver bad news.
- How do you manage emotions when handling difficult clients or colleagues?
Social skills:
- Describe a conflict you helped resolve.
- Have you ever disagreed with a team decision? How did you handle it?
Emotionally intelligent candidates give specific, yet reflective answers. The responses of green flags always come down to real-life experiences, but a good candidate will also be able to summarize the lesson learned in one sentence. They won’t be afraid to demonstrate both vulnerability and learning, which are clear EQ indicators.
3. Give Candidates Case Studies or Potential Scenarios
Another effective way to test emotional intelligence in an interview is to present realistic case studies or hypothetical workplace scenarios. If you choose this method, take time to develop case studies that would reflect the everyday life of that position in your specific companies. You can find inspiration in the experiences of employees or in their performance reviews.
These situational questions reveal how candidates respond under emotional pressure. Sometimes, talking hypothetically doesn’t reflect what the person is actually going to do. These scenarios for illustration are great starters:
- A project you’ve led just failed, and your team feels demotivated. What would you do first? How would you balance the responsibility for the project with team encouragement?
- A colleague constantly interrupts you during meetings. They are senior to your position. How do you handle it?
- You need to give constructive feedback to a defensive coworker. What approach do you take?
High-EQ candidates tend to avoid blame, acknowledge others’ perspectives, and focus on resolution rather than escalation. Scenario-based interviews are effective because:
- They measure interviewees’ behavioral intentions.
- They show whether candidates are able to decipher situational demands [3].
Shortly put: they show if both sides are matching in intentions and work approaches.
4. Dive Deeper into the Content They Consume
An underrated yet powerful way to assess emotional intelligence is by exploring the kind of content a candidate consumes — books, podcasts, creators, or public figures they follow. It may tell a lot about their motivation and empathy levels, the heart of EQ.
The questions about content consumed should be approached with care and caution because they get closer to personal lines/boundaries. That’s why formulating shouldn’t focus on free time or personal life. Instead, ask open-ended questions rooted in outcomes for work, such as:
- What’s a book or podcast that changed how you see leadership or teamwork?
- Who do you follow or admire for their communication or empathy?
- Who is an exemplary person for you in terms of how they achieved success?
Emotionally intelligent individuals often engage with diverse, thought-provoking material. Psychology, mindfulness, political science, and creativity are among the most common topics, but certain topics for content are not necessarily indicators that a candidate has a high EQ.
To test emotional intelligence using this method, look for open-mindedness, intellectual humility, and a growth mindset in their responses.
Signs That a Candidate Might Have High EQ
Emotional intelligence reveals itself through subtle behaviors during interviews. Here are key signs of strong emotional intelligence during an interview:
- They listen without interrupting. Active listening also shows up in their body language and gestures.
- They acknowledge their weaknesses and discuss how they’ve worked on them.
- They provide specific examples from experience and can reflect on lessons learned.
- They speak respectfully about former colleagues and employers, even though they may have maltreated them in the past.
- They demonstrate flexibility in their judgment.
- They are punctual or inform you early if they need to reschedule.
- When describing challenges, they may show strong feelings and even cry, but can quickly compose themselves.
Signs That a Candidate Might Have Low EQ
One of the benefits of testing emotional intelligence in an interview is finding out that a person actually has low EQ levels. A candidate may seem perfect, but if they lack at least one component of EQ, such as motivation, self-regulation, or social skills, it’d be hard to work with them. How do you determine it?
- They speak in absolutes/extremes. “The job is either flexible or I am out.” “That’s just how I am.” “The skills I have will be enough for this job.”
- They overexplain mistakes instead of acknowledging them. They also might blame circumstances or others.
- When asked about conflict, they describe only what others did wrong, never their own part in the situation.
- Their answers sound overly rehearsed or performative.
- They rush to answer before you finish asking.
- They show no curiosity about team culture, feedback, or growth opportunities.
Should you just not hire experienced professionals who may lack emotional intelligence skills? Pay attention to your company’s needs. Does this position require close teamwork? Will a person in this position work with clients? Is the work in this position prone to burnout?
Remember that EQ is a skill that can be improved. If a candidate fits you in all other categories, you can work together on their EQ levels. Main thing: they should be motivated to do so.
Sources:
- Why Emotional Intelligence Can Save Your Life? By Travis Bradberry. TalentSmartEQ. June 20, 2022. Accessed October 2025. https://www.talentsmarteq.com/emotional-intelligence-can-boost-your-career-and-save-your-life/
- Study: Most Job Seekers Abandon Online Job Applications. By Dave Zielinski. SHRM. March 8, 2016. Accessed October 2025. https://www.shrm.org/topics-tools/news/technology/study-job-seekers-abandon-online-job-applications
- Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave? By Janneke K Oostrom, Klaus G Melchers, Pia V Ingold, Martin Kleinmann. Journal of Business Psychology. June 9, 2015. Accessed October 2025. https://pmc.ncbi.nlm.nih.gov/articles/PMC4856718/
