Hiring for emotional intelligence
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Transcript of Hiring for emotional intelligence
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Slide 1
p1 piyush, 11/15/2010
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SOME DEADLY HIRING SINS
No prep- not really looking for anything
No coordination- multiple random interviews
Asking the wrong questions
Talking instead of listening
Hiring yourself (same type)
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Hiring your granfallons
-a proud & meaningless association of human beings
Falling in love with experience
Over emphasis on technical competence
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SO WHAT SHOULD WE LOOK FOR
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WHAT EXACTLY IS EI
knowing what feels good, what feels bad and how to getfrom bad to good.
The capacity for recognizing our own feelings andthose of others, for motivating ourselves, and formanaging emotions well in ourselves and in ourrelationships. Emotional intelligence describesabilities distinct from, but complementary to,
academic intelligence. Daniel Goleman (1998)
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SO WHAT SHOULD EI LOOK FOR
LIKE ?
Self awareness
Knowing ones internal states,preferences, resources &
intuitions
Social awareness
Awareness of othersfeelings, needs or actions.
Self managementManaging ones internal states,
impulses & resources
Relationship managementAdeptness at inducing desirable
responses in others
Personal competence Social competence
Awareness
(what I see)
Action(what I do)
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WHY HIRE FOR EI?
It Works!
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IQ v/s EQ
(Intelligence Quotient v/s
Emotional Quotient)
The research shows that IQ can help you to be
successful to the extent of only 20 percent in life.
The rest 80 percent of success depends on your
EQ.
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Gets you hired Gets you fired/ promoted
Professional success
IQ EQ
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VALUE OF EMOTIONAL INTELLIGENCE
LOW
(Clerk , machine operators )
High EI 3 times more productive
than low EI
MEDIUM
(Sales persons, mechanics)
High EI 12 times more productive
more than low EI
HIGH
(Doctors, consultants)
High EI 127 times more
productive than low EI
Job complexity Impact of EI
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WHY COMPANY SHOULD USE EQ FOR HIRING
EMPLOYEES
Because -
People with these solid skills:
-Stay in employment for longer period
- Are more able to cope with challenges that arise on the job.
- Are better able to deal with the difficult people and
circumstances they will face.
- Continue to learn
- Exert positive influence on the other people
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HIRING FORMULA
IQ + Experience = Risk
IQ + Experience + talent + EI = A+
EI > (Talent + Experience + IQ ) * 2
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So . . . now that you understand EI and itsimportance in hiring , how do you hire people
with an abundance of it so that they and your
organization maximize success?
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USING EQ
AS ONE OF THE CRITERIA
FOR SELECTION
IN THE
INTERVIEW
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HOW
DISCOVER EI
IN AN INTERVIEW?
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EQ INTERVIEW QUESTIONS
Tell me about a time when your awareness of your own
emotions caused you to change your plan of action.
Tell me about a time when you spoke up knowing that bydoing so you were taking a risk.
Please tell us what we can expect as a Return on our
investment (your salary) in you.
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You notice a co-worker choking back tears throughout ameeting. Nobody else seems to notice because of the way
he/she is sitting. The meeting ends. You both get up to leave.
What do you do?
What are your thoughts about developing friendships with
your coworkers?
Describe a situation where you had to be extremely flexible.
Tell me how you deal with stress. What do you do to
proactively deal with stress.
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Tell me about a time in your life when you experienced a great deal
of life satisfaction. What makes you happy? Define happiness
for me.
Describe your general attitude to work and life. What does good
attitude mean to you? This glass Im holding, how would you
describe it as half-full or half-empty and whats the difference is
there a difference does it matter?
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In Job Interviews Candidates Will Often
Give The Answers They Think An Interviewer
Wants To Hear. Can This Be A Problem For
EQ Assessments As Well?
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EQ ASSESSMENT VALIDITY FACTORS
1. POSITIVE IMPRESSION (PI) SCALE
2. NEGATIVE IMPRESSION (NI) SCALE
(Call these the impression that people project)
Same like EQ , the normal score is 100 in case of PI & NI.
However if a PI scale starts climbing to 130 (or more), werealize that the candidate, for whatever reason, is
embellishing his/her sense of self.
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