Bryq's Emotional Intelligence Indicator will be measuring the candidate's Mixed Emotional Intelligence, also known as Trait EI. Mixed EI is an extremely strong predictor of future job performance, and gauges candidates on "an array of non-cognitive capabilities, competencies, and skills that influence one’s ability to succeed in coping with environmental demands and pressures."
Psychologists have said that Emotional Intelligence is highly correlated to leadership and management skills. Leaders with a high EI can more easily communicate with their teams and are more likely to turn their ideas into actual goals.
If you are looking to fill a position that is fast-paced, high-stress, or demanding, the Emotional Intelligence Indicator can better help to find a candidate that can handle those perimeters.
While measuring if a candidate has a high level of Emotional Intelligence, Bryq focuses on traits such as social boldness, apprehension, warmth, self-reliance, and perfectionism. A candidate with high EI will show a great pull towards Extraversion, which is important for creating enhanced emotional and social skills.
Emotional Intelligence is calculated from the following profile:
Self-efficacy
Emotional Stability
Extraversion
Conscientiousness
Click here for instructions on how to add Indicators to your assessments.
Indicative Roles: Human Resource Manager, Health professional, Social worker, Judge, Chief executive officer
Emotional Intelligence Questions: A few interview questions that will be helpful for you during your interview.
Describe a time where you had to recover from failure. How did you deal with it?
Describe how you would overcome being demotivated? What would you do?
What keeps you motivated at work?
Describe one or two things that make you angry or frustrated at work. How do you react when you get angry or frustrated at work?
How would you react to negative feedback on your performance?
How would you react if you made a big mistake at work? How would you handle this situation?
References:
Goleman, 1998
Joseph, Jin, Newman, & O'Boyle, 2015
Bar-On, 1997; Goleman, 1995; Petrides & Furnham, 2001
Mayer et al., 2008; Petrides & Furnham, 2001; Zeidner, Matthews, & Roberts, 2004