EQ Competence: Fostering a Talent Advantage that Drives Organizational Performance
Many HR professionals have heard the term Emotional Intelligence before but what is it, really? How can it be used to drive organizational performance? We know it’s related to someone’s behavior and how they interact with others but can fostering this competency in your workforce, especially your senior leadership, accelerate the success of the organization?
Understanding emotional intelligence and how this competency can be leveraged to develop talent is important in today’s competitive business environment.
During this course, we’ll take a close look at what Emotional Intelligence is and is NOT. You’ll gain a high-level understanding of the research and be armed with the knowledge to cut through the hype and clarify myths versus fact. Most importantly, learn what to consider when incorporating the emotional intelligence competency into your talent acquisition and talent development strategies.
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This activity, has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Title: Do's and Don'ts
Module: Employee Surveys & Talent Analytics
Beyond selecting the job-related interview questions, a well-designed interview should also include a standardized rating method and provide interviewers with behavioral indicators that demonstrate what good, fair and poor responses from the applicant might look like. These additional elements of structure to the interview will help ensure the pre-employment interviews are implemented in a standardized manner across applicants regardless of which interviewer conducts the interview.
Please do ensure all interviewers have been trained on proper interviewing techniques and relevant employment laws so they don’t ask illegal questions. It is also best to not only teach them how to use interview guides and rating forms but also provide them with practice conducting interviews and using the guides to ensure the process is being performed similarly by each interviewer. An interview protocol and an interview guide designed similarly to the specifications that I described above is called a “Structured Interview” in the human resource literature. The Hunter and Schmidt 1998 meta-analysis reports that a Structured Interview can be as strongly related to job performance as a General Mental Ability test! Whereas a job-related “Unstructured Interview” still correlates with performance moderately. Notice that these correlations to job performance are significantly stronger than those found for EI tests in other meta-analysis articles we mentioned previously, and we know you are going to conduct pre-employment interviews anyway so you might as well make them robust predictors of job performance as you can.
Take the opportunity to incorporate EI competency interview questions when pertinent. Since the quality of the interview guide design and the implementation process can significantly bolster your ability to predict job performance, please do use Structured Interviews.
You’re probably wondering what would be a good example of an Emotional Intelligence competency interview question. So here are a few examples for you.
Tell me about a time when you got angry or really upset at someone at work. What had happened? What did the person say or do that triggered this? How did you feel at that moment? What did you say or do next? What was their reaction or response? How was the other person feeling during all of this? Well, what happened next? What was the end results? Did this event effect your relationship with this individual going forward? How?
You should look for the following:
Number 1, an indication of emotional control.
Number 2, appropriately expressing their own emotions not restraining them nor letting them get out of control.
Number 3, Did they sense the other person’s emotional state? And if so, did they adapt their response in a positive way by displaying empathy, calming down, etc.?
Number 4, Did their handling of this experience have lasting positive or negative effect on their on-going work relationship?
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Dr. Craig Haas is a Management Consultant and Executive Coach at Advantage Performance Group with over 15 years of experience in helping companies select high quality talent and develop leaders.
His specialty is talent assessment for enterprise wide talent acquisition and leadership development initiatives. Craig is also a talented training facilitator. He also serves as an...