The trend in the past was behavioral interviewing. The premise was to train interviewers to detect signals of emotional intelligence (EQ). It was a good idea, but hard to do well. The next evolution was using full-blown EQ assessments. This approach offered excellent data, but was awkward to use in an interview and much too expensive for large-scale hiring. Here are our recommendations for an integrated approach of best practices for hiring with emotional intelligence.
Employer Branding: Use emotional intelligence data and vocabulary to attract quality talent
Hiring and Selection: Apply “just simple enough” emotional intelligence metrics to get the right people.
Employee Onboarding: Integrate skills and vocabulary to onboard talent in a way that improves retention