Emotional Intelligence Assessment

As businesses turn to automation and Artificial Intelligence to improve and streamline their hiring process, the human connection becomes more important. Recruiters may automate a job, but not themselves. Thus, establishing meaningful and human relationships with candidates cannot be replaced by technology.

Emotional intelligence is nothing but the ability to perceive, regulate and evaluate emotions. Therefore, it is critical in recruiting, as recruiters need to manage their personal goals while identifying emotionally intelligent candidates and deciding if they are a good fit for the company. Moreover, it provides a proven practical and robust framework for individual, team, and leadership development.

Emotional intelligence as a term wasn’t a part of our vernacular until 1990. However, in the 1930s, psychologist Edward Thorndike described “social intelligence” as getting along with people. During the 1940s, David Wechsler suggested that different practical components of intelligence can play an essential role in determining the success rate of people. Finally, the 1950s saw the rise of the school of thought known as humanistic psychology, and thinkers such as Abraham Maslow focused greater attention on the different ways that people could build emotional strength.

However, it was not until 1985 that “emotional intelligence” was first used by Wayne Payne. Then, in 1990, psychologists Peter Salovey and John Mayer defined emotional intelligence as “the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and actions.” Emotional intelligence has continued to capture public interest since and has played a pivotal role in fields outside of psychology, including education and business.

Organizations with staff who have higher levels of emotional intelligence have a considerably lower turnover. In addition, hiring emotionally intelligent candidates results in a cohesive, productive, and collaborative work culture. To evaluate candidates’ emotional quotient, an emotional assessment test works wonders.

It helps you realize how candidates respond to work situations such as:

• High-pressure environments
• Working with different team members and groups
• Working with different levels of seniority
• Customer interfacing, especially for customer service or account management roles
• Different working environments, such as working remotely or without supervision

These gauges also offer a good idea about their attitude, the styling of learning, coaching/management, and if they share all the values of the role or culture fit. Additionally, an emotional test can offer valuable insights into a candidate’s level of commitment. Finally, an emotional assessment test also provides a practical, focused ‘lens’ to understand a candidate’s potential to demonstrate different aspects of performance.

Discover Assessments empowers you to introduce emotional assessment tests into your recruitment and assessment process, helping you identify suitable talents. Using our emotional assessment solutions, you can hire candidates with the right attitudes and mindset to work with colleagues, lead change, and deliver your organization’s objectives. Thus, not only will you attract and hire top talent quicker, but you will also help retain the human aspect of recruiting. Contact us today to become a recruiter who can create a lasting, meaningful relationship and a positive candidate experience!