Emotional Intelligence

Emotional Intelligence will be one of the top 10 job skills in the next ten years, according to the World Economic Forum’s Future of Jobs Report.  However, very few organisations test potential candidates in their social and emotional capabilities at any stage in the recruitment process.  According to one study entitled, The Emotional lntelligence of HR, only 30% of companies look for emotional intelligence during the hiring process.

This is despite a substantial and growing body of evidence which link high levels of emotional intelligence in organisations to better financial performance.  For example, Sanofi, the French pharmaceutical company, focused on the emotional intelligence skills of its sales force, which boosted annual performance by 12 percent.  Furthermore, Whitbread Group identified that restaurants with high EQ managers had higher guest satisfaction, lower turnover, and 34% greater profit growth.

But what do mean by Emotional Intelligence?  And what can you do to introduce EI Assessment to your recruitment decision making? 

Emotional Intelligence first came to prominence in 1995 with the publication of a book by American Psychologist, Daniel Goleman, which sold more than 5 million copies, ‘Why EQ matters more than IQ?’  However, the true innovator on the subject was Peter Salovey in collaboration with John Mayer in the early 1990’s.  They identified four critical aspects of human behaviour which has an overwhelming impact on ability and performance in the workplace and other social settings.  The four branches are:

  • Perceiving emotions
  • Using emotions
  • Understanding emotions
  • Managing emotions

Given the significant effect these factors have on financial performance it is remarkable that so few organisations test for Emotional Intelligence in their recruitment process or for the development of new staff.

To address this apparent anomaly, Two Rivers now offers 2 distinct Emotional Intelligence tests for clients as part of our bespoke retained service.  One test provides a measure of ability and is used to improve the effectiveness and decision making in the recruitment process.  The second test is used to measure frequency of behaviour, which is used primarily as a development tool for existing staff.

As at 15 April 2021