hiring for emotional intelligence

8/7/2019 Hiring for emotional intelligence

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Slide 1

p1 piyush, 11/15/2010



SOME DEADLY HIRING SINS

No prep- not really looking for anything

No coordination- multiple random interviews

Asking the wrong questions

Talking instead of listening

Hiring yourself (same type)

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Hiring your granfallons

-a proud & meaningless association of human beings

Falling in love with experience

Over emphasis on technical competence

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SO WHAT SHOULD WE LOOK FOR

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WHAT EXACTLY IS EI

knowing what feels good, what feels bad and how to getfrom bad to good.

The capacity for recognizing our own feelings andthose of others, for motivating ourselves, and formanaging emotions well in ourselves and in ourrelationships. Emotional intelligence describesabilities distinct from, but complementary to,

academic intelligence. Daniel Goleman (1998)



SO WHAT SHOULD EI LOOK FOR

LIKE ?

Self awareness

Knowing ones internal states,preferences, resources &

intuitions

Social awareness

Awareness of othersfeelings, needs or actions.

Self managementManaging ones internal states,

impulses & resources

Relationship managementAdeptness at inducing desirable

responses in others

Personal competence Social competence

Awareness

(what I see)

Action(what I do)

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WHY HIRE FOR EI?

It Works!

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IQ v/s EQ

(Intelligence Quotient v/s

Emotional Quotient)

The research shows that IQ can help you to be

successful to the extent of only 20 percent in life.

The rest 80 percent of success depends on your

EQ.

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Gets you hired Gets you fired/ promoted

Professional success

IQ EQ

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VALUE OF EMOTIONAL INTELLIGENCE

LOW

(Clerk , machine operators )

High EI 3 times more productive

than low EI

MEDIUM

(Sales persons, mechanics)

High EI 12 times more productive

more than low EI

HIGH

(Doctors, consultants)

High EI 127 times more

productive than low EI

Job complexity Impact of EI

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WHY COMPANY SHOULD USE EQ FOR HIRING

EMPLOYEES

Because -

People with these solid skills:

-Stay in employment for longer period

- Are more able to cope with challenges that arise on the job.

- Are better able to deal with the difficult people and

circumstances they will face.

- Continue to learn

- Exert positive influence on the other people

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HIRING FORMULA

IQ + Experience = Risk

IQ + Experience + talent + EI = A+

EI > (Talent + Experience + IQ ) * 2

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So . . . now that you understand EI and itsimportance in hiring , how do you hire people

with an abundance of it so that they and your

organization maximize success?

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USING EQ

AS ONE OF THE CRITERIA

FOR SELECTION

IN THE

INTERVIEW

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HOW

DISCOVER EI

IN AN INTERVIEW?

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EQ INTERVIEW QUESTIONS

Tell me about a time when your awareness of your own

emotions caused you to change your plan of action.

Tell me about a time when you spoke up knowing that bydoing so you were taking a risk.

Please tell us what we can expect as a Return on our

investment (your salary) in you.

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You notice a co-worker choking back tears throughout ameeting. Nobody else seems to notice because of the way

he/she is sitting. The meeting ends. You both get up to leave.

What do you do?

What are your thoughts about developing friendships with

your coworkers?

Describe a situation where you had to be extremely flexible.

Tell me how you deal with stress. What do you do to

proactively deal with stress.

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Tell me about a time in your life when you experienced a great deal

of life satisfaction. What makes you happy? Define happiness

for me.

Describe your general attitude to work and life. What does good

attitude mean to you? This glass Im holding, how would you

describe it as half-full or half-empty and whats the difference is

there a difference does it matter?

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In Job Interviews Candidates Will Often

Give The Answers They Think An Interviewer

Wants To Hear. Can This Be A Problem For

EQ Assessments As Well?

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EQ ASSESSMENT VALIDITY FACTORS

1. POSITIVE IMPRESSION (PI) SCALE

2. NEGATIVE IMPRESSION (NI) SCALE

(Call these the impression that people project)

Same like EQ , the normal score is 100 in case of PI & NI.

However if a PI scale starts climbing to 130 (or more), werealize that the candidate, for whatever reason, is

embellishing his/her sense of self.

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hiring for emotional intelligence

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