While technical skills are easy to pinpoint, they no longer guarantee job success. Today, companies realize that the single best predictor of leadership, effective teamwork, and long-term organizational fit isn't what a person knows; it’s how they handle themselves and others.

Emotional intelligence (EQ), the ability to understand and handle the emotions of others, as well as recognizing and regulating your own, predicts higher resilience, better collaboration, and stronger work relationships. However, it is much harder to identify. In most cases, you need reliable, data-informed tools to do the work right: emotional intelligence tests. 

In this guide, you’ll discover the benefits of using emotional intelligence tests and common assessment types. You’ll also learn how to implement them effectively in recruitment to ensure your new hires possess the emotional skills necessary to thrive in your workplace.

What is emotional intelligence?

Emotional intelligence is a concept popularized by Daniel Goleman. In 1995, he published the book “Emotional Intelligence,” which radically changed the way people viewed intellect. It’s not all about knowledge anymore. It is also important to understand and respond to your emotions and the feelings of others. Its effects are still felt today in a wide range of ways.

The key EQ components based on that model include:

• Self-awareness: Understanding our own emotions, strengths, and weaknesses, and how they affect ourselves and others.

• Self-regulation: The capacity to manage our own emotions and impulses and adapt to change effectively.

• Motivation: Identifying conscious and unconscious drivers, achieving goals with persistence, and easily bouncing back after setbacks.

• Empathy: The ability to understand the feelings and emotional states of others from their perspective.

• Social skills: The capacity to communicate effectively with others, adapt to social occasions with ease, and build strong relationships.

What are emotional intelligence tests?

While IQ tests measure cognitive capabilities, emotional intelligence tests, also known as EQ tests, measure emotion-based competencies. They quantify or qualify a person’s ability to understand and manage their emotions for their benefit and the benefit of others. 

There are different types of EQ testing methods, ranging from self-report to validated ability-based tests, designed to estimate someone’s level of emotional intelligence. They’re used in various settings, from employment screening to personal development, helping to eliminate bias and inform better decisions regarding job positions or career choices. 

As a hiring manager and recruiter, you can gain a lot from implementing EQ tests when screening applicants for your open positions, especially when assessing suitability for roles that require strong interpersonal skills..

Benefits of EQ tests in recruitment

If you’re not quite sure how an EQ test can improve your hiring process and employee performance, here are some of the top benefits:

Predicts job performance and success

A high EQ shows how well a person can manage stress and adapt to changing circumstances. They’re well aware of their strengths and limitations, allowing them to make sound decisions under pressure. Plus, their ability to manage their emotions helps them stay on track with their goals and collaborate effectively with others to meet them.

Minimizes misfit hires and turnover

A high level of self-awareness enables candidates to make better decisions regarding their fit in a role and clearly communicate their needs and motives, including preferred management styles. Moreover, EQ indicates how well a person can adjust to a new environment and collaborate with team members, which can significantly reduce employee dissatisfaction and turnover.

Complements aptitude and technical assessments

EQ indicates that a person is highly likely to utilize their technical skills on the job, even when presented with new, challenging tasks they have not tackled before. Moreover, high EQ implies that a person is well aware of their aptitudes and talents, and can effectively interact with their colleagues for mutual benefit.

Supports a positive organizational culture

Showing empathy to teammates and communicating with clarity and openness can nurture a positive work environment and culture. People with high EQ are quick at decoding and accepting their colleagues’ emotions and are genuinely interested in building strong relationships with them.

In a nutshell, EQ is critical in today’s rapidly shifting work environments and can truly tell a good candidate or employee from a great one.

Types of emotional intelligence tests

You’re probably starting to find EQ tests to be the perfect addition to your pre-employment testing kit. Review the most common types below to determine the best fit for your needs, including their pros and cons:

• Self-report tests: Candidates are requested to evaluate their own abilities and behaviors. The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is popular in this category. While this test is easy to administer, its main drawback is its susceptibility to social desirability bias.

• Ability/performance tests: These tools are scientifically validated EQ tests designed to measure actual emotional skill. For example, the Emotional Quotient Inventory 2.0 (EQ-i 2.0) is better at predicting performance and is much harder for candidates to fake. However, their scoring is usually more complex, and they can be more expensive.

• Situational and judgment tests (SJTs): These assessments provide candidates with hypothetical workplace scenarios that directly relate to the job position. For instance, they can involve emotional conflict or crisis management. These tests are highly practical and engaging, provided they are carefully designed.

• Group interactions: In some cases, hiring managers or interviewers also attempt to assess EQ components, such as communication, as part of group activities or simulations like role plays. However, these methods are generally less efficient and harder to quantify reliably.

How to strategically implement eq tests in hiring

In this section, we share a quick guide on how to implement EQ testing tactics without disrupting your existing recruiting processes.

1. Define the required EQ profile

Instead of simply aiming to hire someone with a high EQ, identify a candidate with the right EQ competencies. Ask yourself: What specific emotion-based abilities are most important for the role you’re hiring for? 

For example, sales roles should prioritize social skills, such as relationship management and empathy. On the other hand, a developer should demonstrate higher motivation and self-management skills to stay focused and resilient after setbacks.

This targeted approach simplifies benchmarking. Identify top-performing employees currently in the role who consistently portray these successful behaviors to define the ideal EQ score range for the specific roles. 

2. Choose a suitable EQ assessment tool

Once you’ve determined what specific EQ competencies are non-negotiable for a role, decide how you will reliably measure them. You need to choose the appropriate tool: Is a simple self-report test, with a scale ranging from "strongly disagree" to "strongly agree" enough, or do you prefer a validated ability test to feel more secure?

For a more holistic view, such as integrating EQ data with personality traits and cognitive skills testing, the best solution is choosing an all-in-one talent assessment tool. These comprehensive platforms offer various insights and provide a more engaging experience for the candidates.

Keep in mind that while free emotional intelligence tests are easy to find online, they are rarely a good choice for professional hiring. It is hard to verify if they are validated, credible, or legally compliant, making them unreliable for hiring decisions.

3. Introduce EQ testing in early screening stages

When is the best time to place EQ testing in the hiring process? The correct answer is early in the process, preferably right after the initial screening. For example, once you have identified applicants whose resumes indicate a good fit, schedule a short screening call, and then share the assessment with them.

To maintain a great candidate experience, share the rationale behind using these assessments, putting the candidate at the center of the process. Explain that these tests will help ensure the candidate has the necessary skills to thrive in the organizational culture. Additionally, inform them that they will gain valuable insights about themselves, which can boost their self-awareness.

Overall, utilize these assessments before proceeding to deep, resource-intensive interviews. This strategic placement saves the time of both the company and the candidate.

4. Analyze and interpret results

When analyzing EQ test results, look beyond just high scores in the pre-selected EQ areas. Focus on red flags and inconsistencies, too. For example, you should be cautious if a candidate scores high on a self-report test but low on a performance-based test, or if their profile shows extreme highs and lows across different competencies.

However, avoid using these scores to eliminate a candidate straightaway. Instead, treat them as powerful frameworks to start meaningful, data-informed conversations with candidates.

5. Bridge gaps with behavioral questions

To ensure that test results are valid or to look into inconsistencies, ask behavioral questions during the interview stage. For example, if you’ve spotted an extreme score, design a relevant question to learn more. 

You may ask: “Your Social Awareness score suggests you prioritize individual work. Can you tell me about a time you had to adjust your approach for a team project?” Their answer can reveal more information than the scores alone.

6. Consider important challenges and limitations

While EQ tests are a valuable hiring tool, it's crucial to acknowledge their limitations to use them responsibly. Apart from being susceptible to faking and social desirability, it’s also important to consider the cultural context.

The expression and interpretation of emotional intelligence vary around the globe. A test created in one cultural context might misinterpret results for diverse candidates. Ensure your chosen tool is validated for the specific populations you hire from.

Finally, some scientifically validated ability tests require an investment. They are typically more expensive and often require specialized training for HR staff to administer and analyze the complex results.

Put emotional intelligence on your radar

Ready to put this knowledge into practice? Before creating your strategy, remember that EQ tests should support human judgment, not replace it. Use them to secure better human connections and better hires, and to ultimately transform workplace well-being going forward.

And if you’re looking for a tool that assesses different skills and traits, schedule a Bryq demo today, and learn how our platform can revive your hiring strategy.

FAQs

Let’s explore some frequently asked questions regarding emotional intelligence tests:

1. Do employers look for emotional intelligence?

Yes, employers look for professionals with emotional intelligence competencies, such as empathy and self-regulation, as these skills consistently rank high as factors for workplace success and performance.

2. Is it better to have IQ or EQ?

Both are important. IQ describes cognitive skills, while EQ measures emotional abilities. Which is more crucial depends on the nature of the job role. For instance, while a mathematician should rank high in IQ, a Math teacher needs both to effectively pass their knowledge to their students.

3. What are the four types of emotional intelligence?

The four domains of emotional intelligence are self-awareness, self-management, social awareness, and relationship management.

4. Are EQ and EI the same?

Yes, these terms are often used interchangeably to describe the same concept: emotional intelligence.