Questions to Identify Women with High Emotional Intelligence

Women with High Emotional Intelligence

According to Kon Ferrry Hay Group survey, women rank 11 out of 12 on emotional intelligence as compared to men, which means they possess better management and leadership skills. The survey uncovers facts and figures from 90 countries, 55,000 professionals and every level of management. When it comes to mentoring, conflict management, motivational leadership, and teamwork; women beat men tremendously. Reason? Their unparalleled attitude.

Over the decades, men appeared to be holding a dominant position in every culture and premise resulting in society overrating men and taking women for granted. This sole reason perhaps sufficed to fuel the enthusiasm to break those old barriers of distinction and discrimination being done on any grounds. In fact, women have come up as more powerful leaders, serving a vital role in every organization.

Emotional intelligence- an intrinsic trait of a woman has often been overlooked but has now proven to make ladies taking the lead at workplace. Their skills to manage a team with empathy, attract clients with better communication skills, tackle conflicts by providing attention to detail, and greater potential to drive the organization towards the direction of success- all contribute to the need of women in every industry.

A great employee is the one who can transform the existing situation of your organization and delivers awesome results. If a woman employee with high emotional intelligence can do that for you, all that you need is to find the one. Building such a women workforce begins with right hiring of candidates, ultimately meaning preparing the ideal interview questions.

Women with High Emotional Intelligence

 5 Interview Questions that Help Identify & Hire Women with Emotional Intelligence:


Can you tell your inspiration?

The candidate may be inspired from a renowned personality, her ex-boss, or a family member- dad/mother, anyone for that matter. What is to be noticed here is not the individual she is inspired from but the manner in which she highlights the traits that prompted her to make that person inspirational for her.  She may describe her journey with that individual or just an instance of how that person became so valuable to her. Try to determine her emotional side with the tone she carries while responding to this question.

Question 2:

Teach us something we have not heard before? (a skill, lesson, knowledge piece)

Everyone is rewarded with a trait, skill or knowledge that makes us unique. The response to this question would uncover certain things about the candidate including: What is she coming up with- a knowledge that you already know? A knowledge you know but sounds better from her speech? A new information but sounding too irrelevant to be presented? Whether the information is new or old, if she has the potential to bring an impact with that information, then a second thought could turn out to be a mistake. 

Question 3:

How do you resolve a conflict among team mates?

“I prefer not intervening in between, they are all mature” or;

“I listen to them and provide an unbiased view that could help make things better”

The latter response is something expected out of a woman with higher emotional intelligence. Try listening to this kind of an answer.

Question 4:

How do you deal with challenges?

Different women have a diverse attitude to perceive and tackle challenging situations at workplace. If the candidate says something like, “I usually end up making mistakes”, or “I seek guidance from my team mates to help me overcome the situation” then you may comprehend that the she lacks confidence.

Instead, if she responds something like, “I maintain my poise whether or not a positive result is there” or “While maintaining my calm, I ensure that I overcome the challenge” could just hint you that she is the one whose level of emotional intelligence is strong. Here, the tip for recruiters is to observe whether the candidate is giving a cooked-up story of a past experience or genuinely smart enough to face any challenging circumstances she comes across.

Question 5:

How do you feel your colleagues should treat you?

Bosses are leaders but leaders may not be bosses. A woman having strong leadership skills, power to maintain harmony, listens to issues with empathy, takes care of people working under her as a mentor, and knows the art of creating a positive balance across the team can be termed as an ideal candidate with high emotional intelligence. If the candidate responds something like, “I treat my colleagues the way I want them to treat me” (in a positive sense), could indicate she respects colleagues as human beings. On the contrary, a response like, “I know how to treat my juniors, I will teach them the right skills” could indicate a tinge of ‘bossy-ness’ in her, the trait that is too common to call her ‘a smart leader’.

Comprehend, women are born multiple-taskers. They can show up their capabilities when assigned with tasks or challenges. The only thing that makes them different is their approach to deal with a project, a colleague, a client, a bad event or situation. Recruiters, HR leaders or hiring managers might be busy screening candidates through various HR software – applicant tracking systems etc. However, the key to dig deep into the candidate’s personality is by putting forth the right interview questions that ultimately help you call it a ‘successful hiring’.

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6 Exit Interview Questions That Every HR Manager Must Ask


Employee exit interview is a significant part of Human Capital management and monitoring employee satisfaction & retention. It is imperative to understand why an employee leaves the organization and what information you can use to prevent future employee losses.

Moreover, one of the best methods to get the honest feedback about your work culture and company policies is to ask employees who no longer count on you for their livelihood. Exit interviews can slip powerful insights that you would not have access to otherwise.

Why should an employer conduct exit interviews?


–    Employee exit interviews can change the environment of the organization by making changes that reflect employee opinions, changing management style, crafting value recognition program where obligatory.

–    It helps employers to prevent litigation down the road, caused by disgruntled employees or illegal activities.

Goals for Exit Interviews

  • Such interviews can lead to measurable human resource analytics, performance increases and retention for the workforce and the business in general.
  • Benchmark against company and industry norms for the exit interview survey items
  • Reduce employee turnover and improve talent retention
  • Quickly determine if employee satisfaction impacts turnover by comparing exit interviews scores against overall the Employee Satisfaction Tracking Survey.

Exit interviews can provide a window to benchmark employee anticipations concerning:

  • Employee Job Orientation and Training
  • Working Conditions
  • Training and Development Programs
  • Work Satisfaction
  • Salary
  • Organizational Culture
  • Job Responsibilities and Performance
  • Mentoring Programs
  • Opportunities for Career Advancement & Skill Development
  • Supervision and Management
  • Workload Distribution and Schedule Flexibility
  • Benefits
  • Organizational and Work Group Communication

6 Must Exit Interview Questions

To make the most of the interview, utilize these five sample exit interview questions:

Job Search1. Why did you start searching for a new job?

Asking this question unlocks the prospect for a variety of answers. You may see that an employee only needs a job closer his or her home, or it may underscore a particular situation or instance that sparked the search.

Compensation-and-Benefits2. What eventually motivate you to accept the new position?

This question will enable you to contrast your organization’s position with a different organization’s. For instance, if an employee says that they are leaving for higher pay, this could indicate that your compensation package is not competitive enough.

Company-Culture3. How would you describe the culture of our company?

This question will help you identify trends. As you keep the track of employee exit interview, observe for “trends” throughout to help you recognize real concerns.

resources4. Did you have the resources and tools you required to do your job well?

Ask this question, if you want a direct way to retain better the employee who fills this position next. It will give you a better knowledge of what you can do better next time. Additionally, be prepared to get answers like – inadequate training, tales of technology afflictions, and more.

Retain-Talent5. What could have been done for you to remain employed here?

The more explicitly you will ask from an employee during an exit interview, the most precise answer you will get. And, this question will give your employee an opportunity to open up where they were afraid to before.

Recommend-as-great-place-to-work6. Would you advocate this as a great place for a friend to work?

It is necessary that you will get the honest answer of this question, but it is worth the shot.

Structure of Exit Interviews

In one of the study, it is found that exit interviews are completed by about 1/3 of employees who leaves an organization. Since this is a small percentage of employees, this number should be improved through multi-mode methodologies – online, paper and pencil and telephonic interviews.

Online interviews are specifically advantageous because online respondents tend to be truthful in their evaluations and more likely to offer anecdotal experience related to their past employment.

Employee exit interviews should be an emphasis on retention by determining the cause the employee is leaving and also identify if the employee’s unfulfilled expectations or organization’s level of performance are at issue.

NOTE – Failing organizational culture with low levels of talent retention indicates a low level of job satisfaction and come at a significant cost to the business. Not only it is costly to hire and train new employees, but there can be negative impact on morale and productivity.

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What To Wear For Different Job Interviews Based On The Company?

Of all the pressing questions that plague us prior to a job interview (“Will I have the right qualifications? What if I botch an interview question? How do I pronounce the company’s name?”), it seems silly that “What should I wear?” would be one of them. After all, what do clothes have to do with your ability to do the job in question?

And that’s a valid argument. But while your skills, experience and capability will ultimately win you the job, how you present yourself can have a big impact on the hiring manager’s impression of you.

Your appearance is a reflection of your level of professionalism, how seriously you’re taking the opportunity and your level of respect for the interviewer. So when it comes down to you and one other candidate, do you think the hiring manager will pick the candidate who showed up in jeans and a t-shirt, or the one who took the time to shave, iron his shirt and polish his shoes?

Deciding what to wear, when

The question of what to wear during the interview is harder to answer than ever. Gone are the days when a suit was the universal standard. Today, each company has its own unique culture, so one company’s polished and professional may be another company’s stuffy and uptight.

Take startups, for example. Startups are famous for having more lax atmospheres and dress code, so if you show up for a job interview in a suit and tie or conservative dress, you may give off the impression you are too uptight for the laid-back culture – and not a good fit for the company. The same concept may apply to a job at a creative agency, where the traditional interview outfit may come across as unoriginal or boring. You can usually get away with adding something extra to show your originality and personality – such as a statement necklace, bright scarf or bold tie – but be careful not to overdo it so as to appear costume-y.

Of course, there are still organisations where employees are expected to wear business suits every day, such as law offices or finance industry firms. But even at large corporations, the dress code may vary by department and role. Those with client-facing positions and managerial roles may be expected to don more formal attire, while others, such as creatives and IT employees, may be able to get away with jeans. Your best bet is to do your homework (see “When in doubt” below) ahead of time to figure out what the standard dress code would be for the role and company to which you’re interviewing.

Decoding dress codes

What’s the difference between business professional and business casual? And just how casual is “casual”?

Here’s a cheat sheet to deciphering some of the most common office dress codes.

What to Wear for Different Job Interviews Based on the Company

==> Business professional: In a business professional atmosphere, suits are the norm. Women might wear a skirt or pant suit with heels, while men may wear a blazer or suit jacket, button down shirt, suit pants, a tie and dress shoes.

==> Business casual: Forget the suit when interviewing at a business casual company. Men might opt to wear dress slacks or chinos, a button down or polo shirt, a belt and dress shoes. Women might consider wearing a conservative dress, or a blouse (or sweater) with a skirt or dress pants and dress shoes or boots.

==> Casual: When interviewing at a casual office, it’s still important to look polished and professional. (Save the jeans and flip flops for when you actually have the job.) Men might consider wearing a long-sleeved dress shirt, khaki pants, a belt and dress shoes. Women might wear a collared shirt with pants or a pencil skirt, or a work dress.

 When in doubt… ????

Again, every company is different in what they consider appropriate workplace attire; however, there are some general rules to keep in mind for any type of position, at any company, at any level.

Do your homework.Check

Research the company before the interview to get a feel for the culture: Check out its company careers site, Facebook page and reviews on Glassdoor. Tap into your professional network to see if you know someone (or know someone who knows someone) who works for the company and can offer some insight. You could even call or email the company’s recruiting or HR department and ask them about the appropriate dress code.


Err on the side of overdressing. 

Even if the company you’re interviewing with allows employees to dress in jeans and more casual attire, most experts advise dressing “a step above” the typical daily dress for the company. In other words, wait until you’ve gotten the job to show off your new designer jeans.


Pay attention to details.

Make sure you always look polished – don’t show up in wrinkled, stained, ripped or ill-fitting clothing. Comb your hair, and check to make sure none of this morning’s spinach omelet ended up in your teeth. Consider keeping a small grooming kit with you for any last-minute touch-ups you may need.


Go blue.

In a 2013 CareerBuilder survey, blue topped the list of employer-approved colors to wear in an interview, followed closely by black, brown and gray. In general, neutrals are a safe bet because they go with anything and can be paired with a classic white button-down, or some colors and eye-catching (but not over-the-top) accessories.


Put the spray away.

Don’t wear perfume, aftershave or cologne. While you may love smelling like the beach after the rain, it can be a distraction during the interview, particularly if the hiring manager has any sensitivity or allergies to fragrances. You want to be remembered for your skill, not your smell.

 Keep reading and sharing your valuable feedback at @CareerBuilderIN 

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5 Most Trending Video Interviewing Apps- Hiring Professionals


For long, the talent market has been dominated by conventional modes of sourcing.  The term, ‘growth’ has always remained to be the golden word for innovators. With tough competition always fueling the anxiety to bring the right people on board, various mediums of interviewing have created a bigger buzz. Video interviewing, being one of the most revolutionized platforms for recruiting has come a long way in reaching out small, medium to large-sized employers of the world.

Video interviewing is like engaging candidates prior to hiring, which is why, taking a glance over the following 5 trending apps could be your next success in recruitment:

5. Spark Hire

What’s in store for HR?

  • One-way video interviews allow for candidates to answer interview questions at their own time of convenience.
  • Connecting face-to-face interviews with candidates no matter what their geographical locations are.
  • Better decision making options to select the best candidates without any manual administration tasks.

  4. Camooze

What’s in store for HR?

  • Allows HR managers/recruiters to quickly manage their candidate selection process by getting consisting results without delay.
  • Allows recruiters to create questions with the list of available suggestive questions
  • Allows candidates to record their answers on a webcam, sharing emails of those is easy.


  3. LaunchPad Recruits

What’s in store for HR?

  • The free app allows recruiters to express what their company is all about
  • Allows recruiters to assess the best candidates to be called on board
  • Reduces time, cost & hassles of traditional interviewing

  2. HireVue

What’s in store for HR?

  • Allows for multi-sessions live interviews
  • Allows recruiters to conduct organized & straight-forward interviews
  • Improved language support adds convenience to candidates

 1. GreenJob Live

What’s in store for HR?

  • The app is environmental-friendly, safe for interviewers
  • Allows recruiters to meet live with candidates with proper time schedules
  • Allows recruiters to conduct interviews, anytime, anywhere.

Keep reading and sharing your valuable feedback at @CareerBuilderIN 

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Discovering the Recruitment Secrets of Great Employers in 3 Minutes

The secret key to success

The Recruitment process is an expensive job. Be it the time to screen candidates or cost of hire, the journey to find the right people is always a difficult one. In such scenarios, businesses often experience unsuccessful recruitment by hiring the wrong candidates. At this juncture, opening the secret book of great employers can pave the gateway to successful recruitment.

The below-unrolled secrets of good employers can help you adapt the power to become successful in the recruitment industry:

‘Secret No. 5’

They Hire ‘The Safe’ Candidate

Big Organizations believe in becoming big brands and they ensure this by hiring candidates who are safe to hire. They assess whether the candidate complements the profile of the job role they have on offer by checking his/her experience and stability in that particular work. The one who is missing talents and stability in job, is not the one whom a great company would like to welcome on board. Instead, great employers only hire winners, employees who would hit the ground.

‘Secret No. 4’

They Search for Flexible Talent

For great employers, it is not vital to hire a candidate who has a background of the same industry he/she is likely to enter. They believe in searching for candidate who possess the skills to work in an entirely different industry. Some of the talents such as management, coordination, quality check, customer service, communication, problem solving can be found in candidates who do not own the same background at all yet happen to be the successful employees of their organizations.

‘Secret No. 3’

They Know the Art of ‘Right Interviewing’

Unlike small-sized or inexperienced organizations, a great employer knows the tricks to impress candidates in the interview rather asking candidates to impress them. From proper time scheduling, secluded meeting rooms, single interviewer to asking the right questions and offering package that is encouraging, they ensure the candidates (hired or rejected); both leave with a positive attitude, ultimately leading to employer branding.

The secret key to success
The secret key to success

‘Secret No. 2’

They Never Skip to Perform Checks

Learning from great employers is a blessing in disguise if recruiters decide to execute the same trend in their organizations as well. One of the greatest learnings is never overlooking performance and background checks of candidates once they become employees of the organization. When references are concerned, they look for contingencies in candidates who do not come from a skeptical work/personal background. All this helps them articulate a sense of authenticity of their brand identity and zeal towards maintaining a world-class organizational culture, which they do not ever want to lose.

‘Secret No. 1’

They Believe in Earning Over Self-Proclaiming

Earning the label of the ‘best employer’ is a greater accomplishment for an organization than claiming to be the best employer in the country. Good employers do this by providing benefits to their employees, which can comfort, facilitate and ultimately motivate them to perform better. Not just this, successful make such work places, which employees love to work at and become their reason for a longer haul.

Aiming to be like those great employers can be overwhelming if you adapt these secrets as learnings and implement them in the wisest way. Employees are contingent on good employers and the only way to their happiness is by polishing the traditional recruitment practices with new ones and exercising those, which ultimately help you succeed as a brand.

Keep reading interesting information that CareerBuilder brings to you & share your valuable feedback at


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Video Interviewing- The New Age Recruiting Strategy [Infographics]


For years, recruiters have been trying hard to find the best fit for their industry. Devising new strategies is one of their concerns when it comes to interviewing. Gone has the time, when interviews were carried out face to face, which was a time consuming process. With the advent of video interviewing, recruiters can now structure their interview process in a faster and efficient way, which is more comfortable for the candidates on the other hand. The infographic takes you to the several hassles which were a part of the traditional interview process and how the hiring managers can make the best use of video interviewing.

Some of the tips for recruiters to make video interview effective:

  • Uploading a welcoming video that will help candidates understand about vacant job positions and company profile.
  • Avoiding background distractions such as phone calls, etc. to ensure a noise-free interview for candidates.
  • Dressing up in a professional way to allow candidates experience a professional touch during the interview process.
  • Looking into the camera would ensure there is direct eye contact with the candidates.
  • Conducting questions of professional touch would allow candidates to express more about their views on situational questions.



Video interviewing hence, not just benefits the recruiters but also candidates who prefer to save their time and money on traveling and believe in expressing themselves on a video. With video interviewing, candidates can also choose to have a convenient time for interview, which adds more peace of mind.

Recruitment industry has come a long way in providing candidates the comfort of interviewing, such as secluded meeting rooms, internet connections in interview rooms and so on. Video interviewing has evolved as the most efficient and convenient platform that allows both recruiters and candidates to find the best fit in the least time.


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How to Answer Tricky Questions by Recruiters

How to Answer tricky Questions of Recruiters

Do you have any questions” ask several interviewers / recruiters, while they move towards the end of the interview. A decade ago, hardly there was any candidate who used to ask questions, but now time has changed. Gen Y comes up with list of questions to find if the company is ideal for them or not. If you don’t answer them or if they don’t find your answer satisfactory they might reject your company even before you reject them. Be it for bringing great talent onboard or for an ultimate employer branding, you need to be prepared with certain questions and answer them.

How to Answer tricky Questions of Recruiters
CareerBuilder_Tricky Questions by Recruiters

Here are few questions and tricks how you should answer them:

Q: How do you serve your customers?

By this question, candidates wish to understand how company works, and what his responsibilities would be. By getting through the process, it becomes easy for the candidate to identify whether he would be the ideal fit in the role or not.

Q: Who is an ideal customer of your company?

Understanding the right target audience is also one of the crucial aspects for candidates today. They have their career goals, and have passion to serve a typical set of customers.

Q: What are you looking for in your hire?

Like you would want to know why the candidate wants to work with your company, candidates today also want to know what skills or specifications are you looking for in the new hires. This again would help them in identifying whether they would are capable of meeting company’s expectations or not.

Q: Why should someone leave his current job and join this company?

Every employee spends more than3/4th of his week with the company and the people in it. By having an idea about what his day at work would be or what at work would keep him content, he decides whether this company is the right fit for him or know. Companies who have an ideal team also record less attrition and high productivity.

Q: Can you name few things that current employees of this company value the most?

This is again a decision making question like the previous one. Candidates are curious to know about their new companies. Answer there queries because no one else can answer them as best as you.

Q: Which kind of employee is not ideal for your company?

This question helps in 2 ways. One, they get to know who not would be in their team and then they would be able to survive in it or not. Second, they would no which behavior or attitude the company would not bear and they should accordingly behave while working in a team.

Q: What initiatives do you take to advance career/skills of current employees?

Career growth and development is one important aspect for individuals today. They look forward to advance their career and grow with multiplying rate. For the same, if company provides any training, seminar or any other sessions to advance their skills, then it becomes an added advantage to bring candidates onboard and even retain them.


How to be prepared for such questions?

To make sure that the candidate gets impressed with your answer, you need to get some stats handy. If your company is active on social media, extract few instances, which you can then show them to support your answers. If you have other facts and stats to back your answer, then that would be an added advantage.

Expert’s Tip: Be specific, be honest, and make sure your answer is compelling.

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Take aways from the Tweet Chat on Digital Marketing


Today almost every brand has made it a mandate to have an on-line presence for itself. Whether it be a billion dollar organization or a 2 week old start-up dreaming of becoming a billion dollar company someday, they all have made it a point to use Digital Marketing to its full potential. When everyone is familiar with the term, many people still know it as posting content once a day on Facebook, Twitter or G+. Some are stuck on what to do for their brands while others simple don’t know where to start.

On the other side there is a good number of Traditional Marketers as well as students who aspire to adapt and build a career in Digital Marketing and then again lack the right kind of resources to get some information from.

CareerBuilder India initiated a Tweet Chat session on its Twitter Handle to help Traditional as well as new fresh Marketers with getting answers to all their queries regarding careers in the digital world.

Mr. Pradeep Chopra – CEO and Co-founder of Digital Vidya, one of the leading Digital Marketing training organizations in India and Mr. Aashish Chopra – One of the biggest Viral Video Marketers in India, a Lead Trainer at Digital Vidya were the guest speakers in the session.

For those who missed the event, here are some of the topics answered by both our speakers that might help you as well.


Where to start from as an Organization ?


Most important skill to be a Digital Marketer ?



Who will benefit the most ?


What are AdWords ?


Perfect Facebook Post.


How to generate maximum revenue from Digital Marketing ?



Traditional Vs Digital Marketing.



Skills that Companies look.



What is SEO and is it still useful ?


Scope for Writers.



Focus in 2015 ?



Designing and Digital Marketing.


Email Marketing Vs AdWords


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