[...]... person, (3) stating that the victim brought on the action by some sort of behavior on the victim’s part, and (4) stating that they (the perpetrators) are not alone and that many others have engaged in the sort of behavior that they engaged in On the contrary, when these same individuals were the victims of similar behaviors, they had a much higher sense of injustice than when they were the perpetrators of... impact on others It’s also valuable for the interviewer or hiring manager to gain information with questions aimed at assessing the candidate’s observation skills Assessing whether a candidate can astutely observe herself and the impact she has on others allows the candidate to monitor her behavior It also gives the interviewer information as to whether the candidate can read nonverbal cues and other signals... for the thought patterns that preceded and those that followed a particular behavior This gives the interviewer insights into the intentions behind the behavior as expressed by the candidate The interviewer won’t be in the position of making judgments about the candidate’s intentions, but instead will be directed to listen to the facts about the candidate’s intentions as reported in reflection by the. .. against telling the interviewer about a time when they were criticized The interviewer must set the tone so that the candidate feels comfortable Be sure to include questions that ask the candidate to point to evidence; the evidence helps you to determine whether the candidate bases her answers on objective data For example, Jerry stated that his problemsolving skills are above average When the interviewer... emotional intelligence, the interviewer will examine the very nature of the behaviors that led to successful results We believe it is possible for a candidate to have very successful results while at the same time wreaking havoc on peers or others within the organization The questions in this book examine the behavioral consequences or impact of the successful results, not just the results For example,... on times when their outcomes or results didn’t meet their intentions By asking candidates to reflect on their results, interviewers encourage candidates to reveal behavior patterns that can dramatically affect teamwork, service orientation, helpfulness, respectfulness, persistence, reaction to failure, 4 THE EQ INTERVIEW resilience, and other important EQ competencies This helps the interviewer and... example, the customer service representative who feels insulted by the customer on the telephone may respond differently to that customer than to a customer she considers to be pleasant and mild tempered Yet, the customer service representative’s job remains the same—to resolve the problem or situation The customer service worker’s feelings may define her behavior or performance in 20 THE EQ INTERVIEW these... In a study of the impact of behavior that others found offensive, individuals who perpetrated the behavior had certain thought patterns as they were asked to reflect on their actions Those thought patterns included (1) denying responsibility and instead blaming the situation on circumstances, (2) denying the signif- SELF-AWARENESS 21 icance of the action by minimizing the impact on the other person,... alternative The customer felt insulted by the way the salesperson communicated The sales representative said, “Well, you’d probably be better suited to our lower-price brand.” The customer felt that the salesperson judged her ability to pay and felt that he was demeaning The customer quietly left the store to find another place to spend her money The sales representative’s intentions were in fact to help the. .. disturbing actually have SELF-AWARENESS 17 good intentions They simply are blind to how their behaviors are impacting those around them Awareness of how our behaviors and moods affect others is a universal EQ competency that all hiring managers and interviewers should include in their interview strategy No matter what the job, the hiring manager or interviewer should craft questions that will give some . results allows the hiring manager and interviewer to assess whether or not the person will fit within the organization. They can assess whether the potential new. behavior. This gives the interviewer insights into the intentions behind the behavior as ex- pressed by the candidate. The interviewer won’t be in the position