Emotional Intelligence Tests
Emotional intelligence, in its simplest terms, is the ability to identify and manage your own emotions and the emotions of others.
Emotional competence is measured throughout our assessment tests, specifically in our behavioral assessments. These take some of the core abilities recognized by individuals who have a high level of emotional intelligence, and quantifies their ability to use their emotional intelligence to produce favorable work-related outcomes.
The ability to use these intangible soft skills is often the difference between those who perform at mediocre and high levels. We measure 7 of the most important emotional competencies:
- Focus helps people prioritize tasks and see the most important ones through to completion, and avoid the distraction of lesser tasks.
- Concentration measures the ability to work on a particular task through to completion.
- Motivation measures how well individuals will sustain high levels of productivity, and not loose interest in achieving their goals. The hardest workers score high in this trait.
- Communication measures an individual’s ability to get ideas across to others effectively, and sustain meaningful conversations.
- Self Confidence indicates the person’s belief in their own ability to get things done, to manage their own fears, and take on challenges.
- Ability to Apply tells us if the individual has the energy to get things done. High scorers like action, and are not stuck evaluating the situation as a required action passes them by. These are the ones who never stop, and instead are always on the go.
- Emotional Competence is measured on the Hire Talent IC and The Hire Talent SL assessments.
Emotional Intelligence Measurements
These are found through out or core behavioral assessments and competency tests. These factors are both individually measured to determine job performance potential, and to create the overall competency recommendations provided on the assessment test reports. Here are the main emotional intelligence traits we measure:
- Personal Honesty: The willingness to answer the assessment questions honestly, even if the applicant thinks the answers will show them in a poor light (in reality, it doesn’t).
- Empathy: How well one can relate emotionally to others.
- Understanding Human Nature: Knowledge, insight, or understanding of how people will respond to situations in general, or what is likely to happen to people if they follow certain paths.
- Knowing How to Deal with People: The knowledge of how to deal with or influence people in a positive way.
- Blame: The degree to which one incorrectly assigns cause to others, or events, for the negative effects s/he feels, even if s/he may have created or caused the problem, or could have averted it. Taking responsibility for ones own actions.
- Dishonesty: Willingness to lie, especially if the person feels threatened by the consequences of telling the truth.
- Self Esteem: A person’s subjective opinion, usually a good opinion, of his/her own worth.
- Self Confidence: Ability to believe that one can do something, and then actually do it.
- Humility: Having a competent, realistic, and modest idea of one’s abilities, but not being arrogant or prideful.
Emotional Intelligence and Competence Measurement Research
For the last 26 years we have asked clients to rate their employees for competence. When these hard nosed, bottom-line business people were estimating an employee’s competence, they were looking at the ability to get the job done, showing initiative, making things happen, doing jobs without too many mistakes, retaining customers and so on.
Every couple of years, we have updated our data with those considered incompetent on one side and competent on the other side. Then we check each competency question to make sure there was a significant difference between the way it was answered by competent, versus incompetent, employees. Any questions answered without a significant difference have been replaced.
After 2003, we made a major break through using all the feed back and research data collected from clients. The competency research was based on those who already had the qualifications and the right personality for the jobs they applied for. The assessments measure general competency in doing a job the person is somewhat familiar with, and exhibits the appropriate personality. For example, just because an accounts payable person scores well in competency does not mean he will make a good general manager (wrong personality, no training or experience, and no interest). It only means he will be a competent accounts payable person. Our research shows that the competency level of people with the wrong personality for a job will be from 10 to 40% less than their general competency level. On the other hand, the people and logic ability test measures if the person has enough competency to be a general manager, because it is measuring people understanding and handling abilities.
The only other aspects that need to be checked are skills for the job, education, training and experience – which are usually found on a resume, by interviewing and reference checking. For most positions, we recommend simple skill and knowledge tests that we offer.