Skills and experience are important criteria in recruitment.
Considered in the early 90’s as a passing fad, emotional intelligence has become as important for the company as the famous intelligence quotient, especially in the recruitment sector. Here is why. Here’s why…
What is emotional intelligence?
Emotional intelligence appeared in the 1990’s, according to the work of several scientists. It measures the ability to integrate and manage emotions in relationships with others, both one’s own and those of others.
Professionally, emotional intelligence makes it easier to work in a group, to have good interpersonal skills and therefore to be more productive.
Emotional intelligence is expressed through four main dominant and essential criteria:
- Personal awareness: the ability to clearly identify and therefore understand one’s own emotions.
- Personal control: the ability to control one’s emotions.
- Empathy: the ability to identify and understand the emotions of others and then make decisions and act with clarity.
- Relationship mastery: the ability to not only create social relationships with those around you, but to build and maintain them.
How can we mesure emotional intelligence?
Just as there is an intelligence quotient (IQ), there are tests that define an emotional quotient (EQ).
In the 1990’s, emotional intelligence was considered a passing fad and it is after a decade that more and more recruiters have embraced the idea of EQ.
There are many EQ tests on the market. They are generally presented as personality tests, such as Marston’s DISC or Belbin’s test.
Once the results have been analyzed, we are able to draw a portrait of the different emotional aspects of a candidate. Is the candidate confident? Is he or she empathetic? Can the candidate work in a team despite conflicts?
There are no standardized tests to measure emotional intelligence. Some tests, available for free on the Internet, are not validated by any scientific study. Choosing these tests means taking the risk of obtaining uncertain results that may be open to debate.
Emotional intelligence, what’s in it for a company?
If human resources use emotional intelligence to better recruit, it has advantages for the whole company. By identifying the emotional profile of a potential employee, the company is able to create a better cohesion within the team and deepen internal relations.
In addition to technical skills, an employee with high emotional intelligence will be able to integrate easily, adapt to any situation, and manage possible conflicts or negative personalities.
It is often said: “IQ gets you hired, EQ gets you promoted”. More concretely, your EQ allows you to live more positively your role in the company.
When we know that a candidate can adapt to a position or an assignment through his or her “interpersonal skills” in addition to his or her know-how, we take into account the candidate’s ability to flourish within the team and to adhere to the company’s values.
Can we improve our EQ?
You can measure your EQ with the EQ-i test (Emotional Quotient Diagnostic), a test recognized by specialists.
The EQ-i observes 15 emotional skills grouped into 5 scales:
- Individual expression
- Human relations
- Stress management
By analyzing these 5 interconnected scales, we can understand how we perceive ourselves and this self-perception is reflected in the way we express ourselves.
Our expression necessarily impacts our relationships, our decisions and our stress management. But be careful, although this test identifies your strong skills, it does not mean that you cannot work on your skills and improve your EQ.
Training courses exist with the following objectives:
- Understand the link between emotions and behaviors
- Link emotions to perceptions and actions
- Know how to distance oneself when presented with an emotion
If this is of interest to you, contact us, our consultants will recommend a training session to improve your EQ!