In a technological world where artificial intelligence is increasingly a reality, it seems almost a nonsense the space that personal and social skills have been occupying in organizations. Is it really nonsense?
This digital transformation is imposing an unprecedented pace in the labour context, making rapid adaptation to both different roles and diverse contexts crucial to survival. The demands that all this entails have also brought stress and burnout to the centre of concerns.
For all these reasons, emotional intelligence is being reported as one of the skills we should seek in employees (World Economic Forum, Forbes, Financial Times). It is this ability to identify and manage emotions, establish relationships, manage stress and make decisions that translate into a powerful tool in the current context.
But how can we identify EI in candidates?
Whether we are talking about recruiting a new candidate or an internal selection process, EI should be a skill to consider. This can be seen in the type of questions asked and the use of assessment tools.
1. What profile do I look for?
The first step is to define the desired profile for the function. If there is already in the organization the definition of the functional profile and the identification of soft skills, great. If it does not exist, it is important to understand exactly what skills are desired. Is it a commercial profile with flexibility, ability to manage stress, empathy and the ability to develop interpersonal relationships? Or a leadership profile with empathy, vision, innovation, impulse control and optimism?
2. How to develop the process?
After defining the profile, it is important that the whole process focuses precisely on the skills wanted. Are the interviews part of the recruitment process? So the questions have to be clear, accurate and directed to the skills we are looking for. In this context, CBBI (Competence Based-Behaviour Interviews) interview models can be a strong ally.
Emotional Intelligence assessment tools are also a key part of the process. There are different models but one that is most used in this context, as it is developed around the areas that organizations are looking for, is the EQ-i2.0. The EQ-i2.0 model consists of different scales and subscales that correspond to personal and social skills and, as a whole, Emotional Intelligence. Thus, it is possible to match the competencies identified in the functional profile and the subscales of the EQ-i2.0 model.
3. How to identify The Candidate?
Through the results obtained throughout the process, it is possible to understand whether the skills sought are reflected in the responses obtained.
The EQ-i2.0 report allows us to understand the extent to which the candidate demonstrates the skills and still understand possible areas of concern, as the result of the possible imbalances obtained. The EQ-i2.0 should be a complementary tool to the recruitment process, through which validated and credible information is obtained on the most sought-after skills in 2020.
Do you feel ready to recruit in 2020?
Contact us to learn more about EQ-i2.0 – training@p4s.pt
Article writing by Marina Pinheiro.
