The EQ-i assessment helps you quickly identify, recruit and select more successful candidates for your open positions in sales and management? Below are a few case studies that show the value it can add to your talent assessment strategy USA:
When looking at first-year turnover of recruiters, the USAF used the EQ-i to study the differences between successful and unsuccessful recruiters. Using their findings from the EQ-i, the USAF developed a pre-employment screening system that led to a 92% reduction in first-year turnover and resulted in $2.7 million in training cost savings in the first year alone.
The CIBC conducted a star sales performer study where their high and low performing sales associates were given the EQ-i assessment. The results showed that emotional intelligence skills can be directly associated with sales success. An individual’s test scores accounted for 32 percent of his or her booked sales and 71 percent of pipeline sales. The two key driving EQ-i skill sets for success were: interpersonal skills and self-actualization.
The CCL study looked at 302 leaders and senior managers, some who were quite successful and others who were struggling. They were tested for emotional intelligence with the EQ-i and were also measured on leadership performance based on feedback from superiors, peers and subordinates. The findings showed that several emotional intelligence subscales: self-awareness, stress tolerance and empathy could predict high leadership performance 80% of the time. This information allowed CCL to better assess leadership potential and determine areas for development within their teams.
This study explored the relationship between EQ-i and leadership competencies to enhance training and coaching of leaders in their organization. They categorized 70 senior leaders into high, mid, and low performance groups and found that EQ-i scores accounted for 48 percent of what differentiated the high and low performing leaders. In other words, one-half of the skill set required for successful execution of this organization’s leadership competencies is comprised of emotional and social skills.
A study using EQ-i was focused on school administrators from nine Ontario school boards. The results showed that the leaders with higher EQ-i scores were also perceived by their peers to be the more successful administrators. Therefore, EQ-i scores were a significant predictor of successful school administration. The Council found the results so convincing that they created a curriculum for improving performance in the emotional and social skill areas that confer the highest competitive advantage to administrators.
Designed for use with a wide variety of selection, coaching and development applications. It focuses on the impact of emotional intelligence at work and offers suggestions for working more effectively with colleagues, supervisors, and clients. Both a coach and client version are generated. General interpretation of assessment results are standard scores:
Very Much Below Average 50 to 69
Below Average 70 to 89
Average 90 to 109
Above Average 110 to 129
Very Much Above Average 130 to 150
In general, high scores identify areas of relative strength. Scores in the average range on these scales indicate satisfactory functioning and are scores that are obtained by the majority of those in the working population. Low scores indicate challenge areas that need to be improved in order to increase overall emotional and social intelligence. Below are the measurements included in the EQ-i.
TOTAL EQ-i SCORE: A total composite score of emotional intelligence.
INTRAPERSONAL EQ: A composite score of the inner self.
Self-Regard - Self-respect and self-confidence
Emotional Self-Awareness – Understanding and expressing feelings
Assertiveness – Standing up for your beliefs
Independence – Preference for working with others
Self-Actualization – Contentment with what you have achieved
INTERPERSONAL EQ: A composite score of interpersonal functioning
Empathy – Awareness, Understanding and Appreciation of other’s feelings
Social Responsibility – Cooperative, Constructive, Dependable
Interpersonal Relationships – Interpersonal interactions
ADAPTABILITY EQ – A composite score of adaptability
Reality Testing – Ability to evaluate subjective experience versus objective reality
Flexibility – Ability to respond to changes
Problem Solving – Approach to problem solving
STRESS MANAGEMENT EQ – A composite score of stress management
Stress Tolerance – Ability to withstand adverse events and situations
Impulse Control - Ability to resist or delay impulses, drives etc.
GENERAL MOOD EQ – A composite score of optimism and happiness
Optimism – holds a positive outlook on life
Happiness – ability to derive pleasure and fun, disposition
Used for leadership development applications. The Leadership Report evaluates EQ-i results through four key dimensions of leadership: Authenticity, Coaching, Insight, and Innovation. Assessment results can be compared against those of top leaders, creating a coaching benchmark for exceptional Emotional Intelligence performance. Provides information about which skills have the highest potential to be leadership derailers, as well as strategies for leadership development.
Used for team development applications. The Group Report combines the EQ-i scores of several individuals in a manner that enables interpretation at the group or team level. This report provides the participants' individual scores while maintaining their anonymity. An overview that identifies group strengths, as well as areas where the group can be more effective, is presented. Implications are reviewed and strategies for action that can further develop the team's potential are recommended.
The EQ-i information can be easily added to your Talent Assessment Strategy USA. Contact us to obtain Sample Reports for the EQ-i Assessment.