Are You Emotionally Intelligent? 10 Tips for Hiring Managers

Hiring isn’t just about assessing technical ability. It’s about evaluating how a candidate will collaborate, adapt, and contribute to the culture you’ve worked hard to build. Emotional intelligence (EQ) is at the heart of all of that. Studies show that 90% of top performers have high EQ, while just 20% of low performers do. As a hiring manager, your own EQ directly affects how well you connect with candidates and make sound, inclusive decisions.

Here are 10 ways you can strengthen emotional intelligence and make better hires.

1. Start With Self-Awareness

Self-awareness is the foundation of EQ. It means being conscious of your own emotions, triggers, and tendencies during the hiring process. For example:

• Do you find yourself favoring candidates who share your communication style?
• Do you unintentionally rush through interviews when you’re stressed?

Tip: Keep a reflection journal or jot quick notes after interviews. Were there moments you felt biased or distracted? Recognizing these patterns helps you manage them in the future.

2. Regulate Stress in the Process

Hiring often comes with pressure—from filling urgent roles to balancing competing stakeholders. If you let stress spill into interviews, candidates will sense it, and it may impact your judgment.

What helps:

• Take a few minutes of deep breathing or a short walk before back-to-back interviews.
• Remind yourself that urgency doesn’t equal lowering standards—it means being focused and fair.
• Use structured scoring rubrics so decisions aren’t swayed by mood.
   

When you stay calm, you help candidates stay calm too.

3. Listen Actively

Active listening is more than nodding along. It means engaging with what’s being said, showing curiosity, and avoiding the temptation to mentally prepare your next question instead of really hearing the answer.

Try this:

• Repeat back key points (“So what I’m hearing is…”) to confirm understanding.
• Ask clarifying questions instead of jumping to conclusions.
• Put your phone or notifications aside—candidates notice when they have your full attention.

Active listening not only improves accuracy in evaluating candidates—it makes them feel respected.

4. Practice Empathy

Remember, interviews can be stressful, even for the most qualified professionals. Showing empathy creates a more authentic dialogue and gives you a clearer picture of who the candidate really is.

Examples of empathetic gestures:

• Acknowledge nerves (“I know interviews can be a little intimidating. Take your time.”).
• Offer a glass of water or a short pause if the candidate seems flustered.
• Share a little about yourself—it humanizes the process.

Empathy isn’t about lowering standards. It’s about creating an environment where candidates can show you their best.

5. Manage First Impressions

Studies show we form opinions within seven seconds of meeting someone. Left unchecked, these snap judgments can dominate your evaluation.

How to avoid this trap:

• Delay final scoring until after the interview, not during the first few minutes.
• Focus on evidence-based answers, not surface-level traits.
• Remember that charisma isn’t the same as competence.

Structured interview guides are especially useful here—they help keep the focus on skills, not gut feelings.

6. Read Non-Verbal Cues (Carefully)

Body language, tone, and facial expressions can tell you a lot—but they can also mislead. For example, eye contact norms differ across cultures, and introverts may show enthusiasm differently.

Tips for balanced observation:

• Look for consistency between verbal and non-verbal signals.
• Consider cultural differences before interpreting cues.
• Don’t overvalue style over substance—confidence doesn’t equal competence.

EQ means noticing the full picture, not reading into every gesture.

7. Ask Behavior-Based Questions

Instead of hypothetical “what if” scenarios, ask for real-life examples. These give you insight into how candidates apply emotional intelligence at work.

Sample EQ-focused prompts:

• “Tell me about a time you had to resolve a conflict on your team. What was your approach?”
• “Describe a situation where you had to adapt to unexpected change. How did you handle it?”
• “Give an example of how you supported a colleague under pressure.”

These responses reveal resilience, adaptability, and empathy—traits that often predict long-term success.

8. Build Psychological Safety

Candidates do their best when they feel safe to be honest. A supportive atmosphere helps you evaluate their true skills and values.

Ways to create psychological safety:

• Explain the interview structure upfront, so there are no surprises.
• Normalize silence by saying, “Take a moment to think—that’s fine.”
• Smile, make eye contact, and thank them for their openness.

The more at ease candidates feel, the more authentic and valuable their responses become.

9. Reflect on Your Biases

Bias isn’t always conscious—but it can influence how you evaluate candidates. EQ requires you to be aware of these tendencies and actively correct for them.

Practical steps:

• Use scorecards with predefined criteria to reduce subjectivity.
• Involve diverse interviewers in the process to balance perspectives.
• Ask yourself: “Am I drawn to this candidate because of their skills, or because they remind me of myself?”

The goal isn’t to eliminate bias completely—it’s to manage it so your decisions are fair and evidence-based.

10. Model EQ Beyond the Interview

Hiring is just the beginning. Candidates are also evaluating you and your organization. The way you treat colleagues, manage stress, and handle setbacks demonstrates your workplace culture.

Tips for modeling EQ consistently:

• Show respect to all team members, not just executives.
• Be transparent when challenges arise.
• Demonstrate balance between confidence and humility.

When you embody emotional intelligence, you attract candidates who value it too—and they’re more likely to stick around.

Why EQ Matters More Than Ever

Today’s workplace requires collaboration, adaptability, and resilience. Technical skills may get someone in the door, but emotional intelligence determines whether they’ll thrive long-term. For hiring managers, sharpening EQ means better decisions, stronger teams, and improved retention.