“Personality refers to an individual’s unique constellation of consistent behavioral traits” and “emotional intelligence consists of the ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion.” By using a scientific approach in hiring, employers can increase their number of successful employees.Personality & Emotional Intelligence The link between personality and emotional intelligence to job performance is compelling. Though there is strong evidence that cognitive measurement tools are good predictors of job success, one important reason that they are not perfect predictors is that human personality is an important factor in job success. But not all are convinced that assessing workers’ cognitive abilities is worthwhile.It is this type of question that skeptics use to prove, at least to themselves, the total irrelevancy of psychological testing.However, proponents of these tests would say these cynics are wrong because they misunderstand the purpose behind the question.Applicant Faking To the extent that personality and EQ tests are used in hiring, the issue of applicant faking needs to be addressed.
Title VII Discrimination and Validation Studies The Federal Civil Rights Act of 1964 generally prohibits employers from discriminating on the basis of “race, color, religion, sex, or national origin” in the employment context, including the employee selection process. To assist employers in the selection process, Title VII allows professionally developed ability tests as long as they are not “designed, intended or used to discriminate because of race, color, religion, sex or national origin.” Personality differences between races are small and should not impact the use of personality tests in the employee selection process. In the first Supreme Court case that examined unintentional discrimination, , the Court accepted a lower court finding that that the business was not intentionally discriminating against the plaintiffs based on race.
Beginning in the 20 century, society has viewed intelligence almost exclusively through the lens of intelligence quotient (“IQ”) tests. IQ tests have the advantage of being very reliable, but they are limited in that they measure abstract reasoning and verbal fluency. In 1990 Peter Salovey and John Mayer proposed an additional intelligence: emotional intelligence. Emotional intelligence is comprised of four components: First, people need to be able to accurately perceive emotions in themselves and others and have the ability to express their own emotions effectively.
Second, people need to be aware of how their emotions shape their thinking, decisions, and coping mechanisms.
Third, people need to be able to understand and analyze their emotions, which may often be complex and contradictory.
Fourth, people need to be able to regulate their emotions so that they can dampen negative emotions and make effective use of positive emotions. It is important to note that if EQ is, in fact, a type of intelligence, it really cannot be changed very much—just like a person’s IQ remains relatively constant throughout their lifetime.