Using the EQ-i 2.0 assessment in the hiring process can be invaluable. EQ-i 2.0 results can be useful in the hiring process, though they should not be the only source of information. Results, for instance, can demonstrate a candidate’s empathy, self-awareness, and social skills. Additionally, candidates benefit from having data on their self-perception and overall well-being. This is a win-win for a process that often feels like it favors employers.
Soft Skills Aren’t Soft
Unfortunately, many organizations put soft skills in an optional bucket. As a result, these skills fall on the ‘nice to have’ list of things weighed in a hiring process. As a coach, I see many organizational challenges because of people and culture issues that are a result of these soft skills. The EQ-i 2.0 assessment offers a way for people to get data on emotional intelligence and interpersonal skills impacting their performance. A leader’s performance can be improved through emotional intelligence development based on their assessment results and mindset.
How the EQ-i 2.0 Assessment Can Help Your Hiring Process
EQ-i 2.0 assessment is a highly valid tool that can predict performance; personality assessments cannot. Knowing how a person is likely to perform in your organization is great data in your hiring process.
During the first interview, explain to the candidates how and why the hiring process will involve an assessment. After you have screened applicants to ensure they align with the open position (interview, resume review, etc.), it is time to offer the EQ-i 2.0 assessment. The candidate’s results will be utilized to compile a report that includes recommended interview questions.
Assessment Process
You will forward us a copy of the job description for the position and the contact details of the candidate or candidates you have determined are the best fit. In an email, we will describe the EQ-i 2.0 assessment, what it measures, who will see the results, how the results will be used in the hiring process, and how their privacy will be protected. You will then receive their report and have a debriefing call with Kelli. The candidate will be given the same opportunity. Be aware that candidates cannot get a copy of their results if there is not a call for a debriefing regarding the findings.
The cost is $400 for a workplace report, per candidate. This fee includes a one-hour debrief session with the search firm/hiring manager. During the debriefing session, the key strengths and potential roadblocks in the report results will be discussed. A job description must be provided to thoroughly review the candidate’s report. Whether or not to provide the candidates with the EQ-i 2.0 report is at the discretion of the hiring team. You can receive a sample report here.
If you’re looking to improve your track record of hiring, reach out to contract us to implement EQ-i 2.0 assessments for your organization.
