Evaluating Emotional Intelligence Tests for Recruitment and Selection

This assignment presents a detailed evaluation of an emotional intelligence (EI) test for recruitment and selection, from the perspective of an HR specialist. The student outlines key questions to ask the test vendor, emphasizing the importance of psychometric properties and scientific validation. The questions focus on the test's level of validation (Level B instrument), its scientific backing, and the recognition it receives from professional organizations like the US Psychological Organization and the EI Alliance. The student provides expected answers for each question, highlighting the need for the test to be a credible tool in the recruitment process, suitable for professional development programs, and aligned with organizational values. The rationale behind these questions underscores the significance of EI in employee relations, company performance, and reducing errors in the hiring phase. References to relevant literature, such as Heneman, Judge, and Kammeyer-Mueller's 'Staffing Organizations,' are also included to support the analysis.

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EMOTIONAL INTELLIGENCE
System04121
3/18/2020

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Questions that would be asked with reasons
Question 1: Is the emotional intelligence tool is a "Level B"
instrument?
Reason: A ranking of level B indicates that the assessment is based on a common
psychometric model, allowing the individual to be trained in the assessment.
Question 2: Is the emotional intelligence tool is scientifically
validated?
Reason: Any of the examinations commonly available are clinically based, but are not
called category B, meaning that their work can either be constrained or that the instrument
may be used.
Question 3: who is the considered as the body of scientific research behind the
emotional intelligence instrument and who recognizes it?
Reason: The US Psychological Organization and the EI Alliance have many EI tests that
are recognised by a community of world-renowned EI members.
Expected answers for the emotional intelligence test
Answer 1
In fact, we are utilizing the EI appraisal in the recruiting phase. I don't like an examination of
less than a Category B ranking because without that, the professional testing agency clearly
isn't behind that as a credible tool in the recruiting method.

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Answer 2
Will ask this question to know if These assessments may provide some value as an
introduction to emotional intelligence but may not stand up to the rigor required for
incorporation into a corporate professional development program.
Answer 3
I may address this question why such tests will be helpful as an exposure to emotional
intelligence but cannot fulfill the criteria for the inclusion into a client professional
development programme.
Explanation for importance of emotional intelligence
These questions are crucial because purchasing the test will allow us to build the necessary
values to overcome employee differences, because EQ is more important for operating an
company and well performing employees than IQ. A good EQ person will develop
relationships, value others, stay emotionally steady and foster employee involvement.
It is important as recruiting needs to reduce the margin of error in the hiring phase and to
insure that this commitment is positive for increased success of the business. Test findings
will inform my boss that our selection procedure is in line with the importance and
philosophy of the organization. Descriptive conditions are one way to show that certain kinds
of experiments are true and accurate.

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References
Heneman, H.G., Judge, T. and Kammeyer-Mueller, J.D., 2003. Staffing organizations. New
York: McGraw-Hill.