The case for emotional intelligence is clear. Successful organisations all over the world are now incorporating emotional intelligence into the development of their people and their leaders. There’s also a wide variety of research and articles on the importance of hiring FOR emotional intelligence. But in all those blogs and pieces of content, authors don’t talk about HOW to hire for emotional intelligence.
When we understand our own emotions and the emotions of others – it’s a win-win situation. Our relationships grow, we become more resilient, and able to handle stress more effectively. Far too many employees lack basic selfawareness and social skills and too often, people aren’t aware of how their moods and emotions are impacting others in the workplace.
According to Harvard Business Review, “One of the reasons we see far too little emotional intelligence in the workplace is that we don’t hire for it. We hire for pedigree. We look for where someone went to school, high grades and test scores, technical skills, and certifications, not whether they build great teams or get along with others. And how smart we think someone is matters a lot, so we hire for intellect.”
The World Economic Forum lists emotional intelligence as the 6th most important job skill required for success at work by 2020. People with high emotional intelligence feel less stressed and are more resilient at work. Organisations that are focused on emotional intelligence in their talent management strategies are taking the right steps to ensuring healthy and happy workplaces and teams.
Measuring emotional intelligence should be added to talent management and hiring processes, not to replace other strategies but to strengthen an existing process. Yes, you still need a comprehensive hiring plan, but what’s now clear to business leaders everywhere is that emotional intelligent skills and behaviours are as important as your intellect, experience and background in determining success at work and in life.
Here’s how our assessment works:
Published psychometric studies have shown that scores on the Genos Selection Assessment meaningfully correlate with a number of important workplace variables.The Genos Emotional Intelligence Selection Report is the best measure of how often a candidate demonstrates emotional intelligence in the workplace. The report allows hiring managers to utilise emotional intelligent measures as an additional means to avoiding bad hires.
The Genos Selection model comprises a set of seven emotionally intelligent competencies. These competencies represent skills and behaviours, based on underlying abilities and experiences, that are measurable and observable. The Genos model captures the workplace skills and behaviours that manifest from emotional intelligence abilities.
Users first experience a high level overview of the candidate’s total EI score along with a deeper dive into each behaviour and its results. Interview questions and an interview evaluation guide then allows the hiring manager to dig deeper into the EI of the individual.
Wrap up the process by using the summary section to help combine assessment and interview results allowing you to present recommendations to a client or HR decision maker.
The information presented in this report should be combined and weighted with other sources of information to determine the candidate’s suitability or lack thereof for employment. Emotional intelligence is one of many factors related to success in the workplace. If you’d like to learn more about this innovative new emotional intelligence selection tool contact email@example.com
Marcus is a the leading South African and African Speaker, Teacher, Assessor, and Writer in applied emotional intelligence for leadership, sales, and workplace human development. Marcus is a certified emotional intelligence practitioner with Genos International. Marcus has a platform of ideas, training and human assessments dedicated to the advancement of emotional intelligence in people for people excellence. Marcus speaks to organizations with a wealth of experience in human development and getting ahead in a competitive environment with their greatest assets – their PEOPLE!