Use Emotional Competency Score to Predict Candidate Performance
The Average Emotional Competency (AEC) score combines five core behavioral traits into one number. It gives you a quick read on whether a candidate has the fundamental drives and abilities that support strong job performance across most roles.
What Is the Average Emotional Competency Score?
The AEC score is the arithmetic mean of five traits measured by the behavioral assessment: Focus, Motivation, Communication, Self Confidence, and Analytical Intelligence. Each reflects a distinct aspect of how a candidate engages with work, people, and challenges.
Unlike individual trait scores, the AEC provides a composite view. Therefore, it is useful as a first-pass filter when comparing multiple candidates or when the role requires a well-rounded performer rather than a single standout ability.
What the score does not measure
The AEC is not a measure of intelligence, personality type, or emotional maturity in a clinical sense. It reflects specific behavioral capacities relevant to job performance. In addition, a candidate with a low AEC may still perform well in a role where one of the underlying traits is not critical.
What this score helps you evaluate before you hire
When the Predictor Profile is used alongside a People and Logic test, the results of those tests affect the scores of the five sub-traits, and therefore the AEC average.
Why the Average Emotional Competency Score Matters in Hiring
The AEC gives you one number that reflects five distinct behavioral capacities. As a result, it is most valuable early in the process — for comparing candidates against each other, setting a behavioral baseline for the role, and deciding where to spend your interview time.
Quick Candidate Comparison
The AEC lets you rank and filter candidates before diving into individual traits. A single number gives you a fast read on overall behavioral readiness.
Performance Baseline
Each of the five sub-traits contributes to day-to-day job performance. A low AEC often signals difficulties in execution, communication, or independent action.
Role-Based Benchmarking
The AEC helps you set a minimum threshold for the role before assessing individual strengths. Different positions weight the five traits differently.
What a low AEC score tends to signal
No single sub-trait creates a low AEC on its own. However, when the composite score falls below 40, it usually reflects weakness across multiple areas. First, review the individual sub-trait scores to identify where the gaps are before making a decision.
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What Each Sub-Trait Measures
Each of the five components of the AEC measures a distinct behavioral capacity. Each is scored independently and then averaged into the composite. Understanding each one individually helps you interpret a low or high composite score more accurately.
Focus
Ability to place attention on the most important priorities and follow through. Needed for almost every position, especially technical and administrative roles.
Motivation
Ability to sustain enough energy and interest to get things done. Covers work ethic and drive to act. High levels are essential for virtually all positions.
Communication
Ability to talk, get ideas across, and start conversations with strangers. Critical for sales, management, and customer service; less important for clerical or technical roles.
Self Confidence
Ability to believe in one's own capabilities and act accordingly. Not a measure of self-esteem or personal wellbeing. Role context matters.
Analytical Intelligence
Ability to understand and process information analytically. Also functions as a reliability sub-indicator when the score is low.
Average Emotional Competency
The arithmetic mean of all five sub-traits — the composite score used for a first-pass read on a candidate. Always read it alongside the individual sub-trait scores: the average shows the overall level, the sub-traits show which capacity is driving it.
Best Practice: Do not make hiring decisions based on the AEC composite alone. The strongest signal comes from the average read alongside all five individual sub-trait scores, the Reliability Indicators, interview responses, and reference checks.
attitude problems
18 months
Most Failed Hires Fail Because of Attitude — Not Skills
A LeadershipIQ study of 5,247 hiring managers across 312 organizations found the following behind those failures:
26%
| Couldn't accept feedback from managers |
23%
Core traits like openness, resilience, sociability
17%
Situational responses, conflict resolution, work style
15%
Integrity, accountability, enthusiasm
11%
Drive to excel, ambition, initiative
Source: LeadershipIQ — Why New Hires Fail · Study of 5,247 hiring managers across 312 organizations
How to Interpret the AEC Score
A score above 40 generally indicates good emotional competency; below 40 indicates a concern. Use this as a starting point — the role context and individual sub-trait pattern should inform the final assessment.
Below 40
Heading toward poor emotional competency. Review individual sub-traits to identify where the gaps are.
Around 40
Borderline range. Evaluate the specific sub-trait profile before drawing conclusions.
Above 40
Heading toward good emotional competency. Candidate shows adequate core drives and abilities.
Unlike traits with several published bands, the AEC turns on a single dividing line at 40 · Review the sub-trait scores to see what is driving the composite
AEC Level Outcome Predictions
Level
Predicted Outcomes
Above 40
Heading toward good emotional competency. The candidate shows adequate levels of focus, motivation, communication, confidence, and analytical ability for most roles.
Below 40
Heading toward poor emotional competency. Review individual sub-trait scores to determine which areas are driving the low composite and how relevant they are to the role.
What to Do Based on Your Results
Strong composite. Continue the process and validate sub-trait strengths against the specific role requirements.
Competency is uncertain. Review individual sub-trait scores and weigh them against the role's demands before deciding.
Analytical Intelligence below 24 pulls the composite down and also affects reliability. When it appears alongside a low Consistency score, the overall results may be flagged as unreliable — confirm reliability before acting on any of the scores.
Assessment results support decisions — they don't make them. Always interpret scores in context: the specific role, interview performance, references, and your organization's culture. No single score should be a standalone disqualifier.
How to Apply the AEC Score by Role Type
Roles where the AEC carries the most weight
Sales representative
Customer service representative
Account manager
Team lead, manager or supervisor
Operations or project coordinator
Business development representative
Recruiter or staffing coordinator
Client success manager
Roles where individual sub-traits matter more than the composite
Technical or data roles
Prioritize Analytical Intelligence and Focus; Communication and Self Confidence carry less weight.
Administrative or support roles
Focus and Motivation are the primary indicators; a low composite driven by low Communication may not be disqualifying.
Management roles
Review all five sub-traits individually, giving extra weight to Communication and Self Confidence.
Scripted customer-facing roles
Communication is the primary sub-trait; the composite score matters less than this one indicator.
Entry-level or supervised roles
A lower AEC threshold may be acceptable when day-to-day tasks are structured and closely managed.
Specialized technical roles
Analytical Intelligence should be evaluated against the role requirements before treating a low composite as a red flag.
If any of these situations sound familiar, this assessment is for you
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Frequently Asked Questions About the Average Emotional Competency Score
It is the arithmetic average of five behavioral traits: Focus, Motivation, Communication, Self Confidence, and Analytical Intelligence. Each trait reflects a core capacity that supports job performance across most roles.
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