Emotional intelligence is a hot topic in HR lately and, at face value, it seems like an attribute that every great employee should have. But how do you define and measure emotional intelligence well enough to seek it out in your job candidates?
For most employers, interviews continue to be a pivotal factor in the hiring process despite mounting evidence that interviews can be incredibly unreliable for predicting job success. One study found that impressions made in the first 10 seconds of an interview could impact the interview’s outcome; another study suggested that employers hire people that they like the most on a personal level; and research has consistently demonstrated that unstructured interviews are one of the worst predictors for job performance.
Cognitive aptitude tests are some of the best tools for predicting job performance. In fact, one of the best known reviews of research in the field of employee selection demonstrated that cognitive aptitude tests are far more predictive than some of the most common hiring criteria – they are twice as predictive as job interviews, three times as predictive as work experience, and four times as predictive as education level.*