Best practices for using the EQ-i 2.0 for screening and recruitment

What is important to do when using the EQ-i 2.0 for Recruiting and Screening?

  • To include scientifically valid information on a potential candidate’s social and emotional functioning as a part of the hiring process using the MHS EQ-i 2.0 model.
  • This self-assessment pinpoints the skills that allow a person to succeed and those that stand in the way of progress. For this reason the tool is particularly useful in personal and professional development as well as selection and succession planning.

Used in conjunction with existing evaluation criteria (experience, qualifications, interview results), properly interpreted Emotional Intelligence test scores provide a high level of valid predictability. You will better know whom to hire and who to promote, have better success aligning the right people with the right jobs, and achieve greater clarity in planning for the succession of senior leadership

Who can this be used for?

  • For any potential candidate in managerial, departmental and executive committee leadership roles
    As most experienced leaders are acutely aware, social and emotional competencies are critical to managerial success. Your organization will be better able to select leaders that possess the “soft skills” enabling long-term engagement with the organization for greater ROI / reduction in turn-over and the associated costs with such.

How do we proceed?

  • Once you have determined a short list of candidates through the use of your traditional methodologies, e.g. resume/reference check, initial interview, the candidate will be sent an EQ-i 2.0 Invitation email message with instructions for the candidate to take the Emotional Quotient Inventory (EQ-i 2.0) online. It is recommended that you share this information up front during the initial interview process with the candidates.
  • The EQ-I 2.0 Invitation email message will specify what is being measured, who will see the results, and how their confidentiality will be protected.  Further it outlines the purpose of EQ assessment which, in this case, is to obtain valuable information which will assist in the hiring process. The candidate must also be offered the opportunity to review their results with a qualified professional.

One of our qualified professionals will prepare a follow-up report for the use of the recruitment professional as the next step in the interview process based on the candidate’s EQ-i results.  This report is designed to provide the best interpretation possible based on the responses provided and should not be used as the sole basis for selection.  The report will include an interpretation of what the results might mean with suggested behavioural interview questions to ask as a way of following up with information provided in the EQ report.

Considerations during the Interview

The questions asked during the interview should focus on demonstrating a candidate’s experience and the use of emotional intelligence skills through behavior–based questions.  We suggest that you prepare your candidate in advance, advising them that they will have to reference specific examples from situations they have experienced.  Their answers should highlight skills as they relate to the requirements of the position and should use the STAR method as a way to help them structure their answers.

  • Situation you were faced with (who were the people involved?)
  • Task that you had to complete or a challenge you had to take on
  • Action that you took (limit yourself to what you did)
  • Result of your actions (your accomplishments)

Our team will work with your team to ensure that the process is optimally effective and you are successful in your recruiting and screening efforts.