Nowadays, as emotional intelligence skills are so important in a leadership position, we can find several reliable emotional intelligence tests to assess the level of emotional intelligence of your leader.

However, during the interview process, there is a batch of specific questions that you can ask your candidate with the aim of spotting the traits that are more important for your organization. Even if your organization provides you with the results of a previous emotional intelligence test from the candidate, you should make your own evaluation during the interview. Adding your own evaluation to the data received from your industrial psychologist can help you further interpret their reports. To identify candidates with high emotional intelligence and eliminate those who could leave collateral damage in their wake, my advice is that you spend at least 30 percent of your interview time focusing on questioning to identify four competencies: self-awareness, self-management, social awareness, and relationship management.

Please note that you don't need to ask all of these suggested questions. One question per competency may be more than enough. Here we are just providing you with a sample of the most effective questions to evaluate each of the competencies.