An interview is all about knowing the candidate on both a personal and professional level. A candidate may be good at technical skills, but if they lack soft skills, such as integrity, empathy, open-mindedness, etc., there is no point hiring such candidates.
Empathy is a crucial component in every industry. It refers to the ability to understand and share the feelings of other employees. Therefore, asking interview questions to assess/test empathy in an interview should be your top priority.
If a manager can easily understand their team member’s issues, they can give them the right advice and motivate them to excel in their job role. This will boost the business’s productivity and also help create a positive work culture at the workplace.
Why Should You Ask Interview Questions To Assess/Test Empathy In Interview?
High empathy levels play a crucial role in employee performance. Asking interview questions to assess/test empathy in an interview will give you deep insight into the candidate’s ability to:
- Manage their emotions
- Adapt to new changes
- Regulate their behavior
- Collaborate with their teammates
During the interviews, you must ask the relevant questions to test empathy to ensure you’re hiring the right candidate for the job role. For example, a developer with a high empathy level shouldn’t get upset by their team members if they find any bug in the code. Instead, they should collect feedback from their team members and rework their strategies.
Creating a list of questions to ask a candidate is a challenge for recruiters. If you’re the one struggling to create a list of interview questions to assess/test empathy in an interview, then we’ve got you covered. Here we will discuss some of the top interview questions to test the empathy or emotional intelligence of a candidate.
7 Interview Questions To Assess/Test Empathy In An Interview
How Do You Handle Your Employees’ Problems?
This is the best question to observe the candidate’s reasoning, listening, and problem-solving skills. It will help you assess how a candidate addresses and solves a problem if someone comes to them. If a candidate can’t answer this question or blame someone else, then they may not be the right fit for your organization.
How Did You Deal With Your Anger?
While interviewing candidates, it’s imperative to gather the previous employer’s information about what made them angry and how they dealt with it.
If a candidate starts blaming others, it’s a red flag that they may lose their temper. An empathetic candidate will realize they were wrong and work to resolve the conflict. This will help you assess the problem-solving and conflict management skills of a candidate.
How Will You Help Our Company To Improve Our Current Business Model?
This is one of the essential interview questions to assess/test empathy in an interview. A candidate who can analyze big-picture problems that don’t directly affect them can understand the challenges of supervisors.
If you’re looking to hire a candidate for a manager role, then this is the best question to observe their critical-thinking skills, and the ability to see and steer the company’s direction is essential. You can expect a candidate to answer how the company can grow and where its opportunities lie.
How Do You Handle Criticism?
This question will give you a deep insight into the candidate’s self-awareness and the ability to receive feedback. It allows the candidate to own their difficulties with receiving feedback and shed light on how they are working on that.
What Are Your Strengths And Weaknesses?
To determine the emotional abilities, you must ask about the strengths and weaknesses of the candidate. Some candidates will be honest while answering this question which is a great sign of an empathetic candidate.
This question will help you assess the integrity, communication skills, and time-management skills of a candidate.
Why Are You Leaving Your Current Organization?
This is one of the most challenging interview questions to assess/test empathy in an interview. You can expect a candidate to point out all bad things about their previous employer. It will also help you understand the level of respect that a candidate delivers to their previous organization.
Describe Your Relationship With Your Co-Workers.
This is the best question to observe the candidate’s ability to establish and maintain a strong relationship with their co-workers. If a candidate has a healthy relationship with their previous employees, they can help your business establish a relationship with employees and create a positive work environment.
5 Skills To Look For In A Candidate
So, now you have a glimpse of interview questions to assess/test empathy in an interview, let’s get to the skills to look for in a candidate:
At some point in time, every business faces some challenges or unexpected situations. An empathetic candidate can adapt to new changes and look for creative ways to overcome those business challenges.
An empathetic candidate must be a great problem-solver to address and resolve business issues.
A candidate must have the ability to listen to their team’s problem and give them the best advice to overcome it. Also, they should motivate their team members to enhance their overall performance.
From an entry-level to a senior-level position, a candidate should be a great leader. You must look for a self-starter who is not afraid to take responsibility.
Creativity And Intelligence
A candidate who constantly thinks of creative and innovative ways to accomplish tasks is the best fit for every organization.
The best way to identify the right fit for your organization is by asking the relevant interview questions to assess/test empathy in an interview.
The above-mentioned empathy questions will help you find out the empathy value within the candidate’s thinking. An empathetic candidate will help you create a positive work culture, boost the business’s overall productivity, and enhance the brand and business’s reputation.