Yes, it's possible to get an idea of a candidate's emotional resilience during the recruitment process. Behavioral interviews can be quite revealing, as they ask candidates to describe past experiences where they handled stress. Psychometric tests are also useful for assessing traits related to emotional resilience. Additionally, role-playing scenarios can show how candidates react under pressure, and reference checks can offer insights into their past behavior. Even observing body language during interviews can provide clues about their emotional stability.

I don't think it's easy to determine emotional resilience during the recruitment process. Interviews are usually too short to truly assess this quality. Candidates might put on a facade, hiding their real emotional state. Real-life stressful situations are different from those in interviews. Some people might handle interview pressure well but struggle in actual job scenarios. Emotional resilience can also develop over time, so it might not be fully evident during recruitment.

It depends on the industry and the recruitment process. Some industries have more rigorous methods to test resilience. The level of emotional resilience needed can vary by job role. Advanced recruitment techniques might give better insights, and candidates who are self-aware may demonstrate resilience more effectively. However, the recruitment process can only provide a partial view of a candidate's emotional resilience.