How well does your candidate understand themself and other people? How does the candidate approach work relationships? A large part of work success is based on a person’s skills, knowledge and experience.  Another large part depends on how well we get along with colleagues, managers, direct reports and customers.   Pre-employment assessments USA of emotional intelligence can evaluate and predict how effectively you interact with other people to get a job done or to achieve business goals.  Emotional intelligence is important in leadership, management, sales, teamwork and project work.  It is also critical in developing and maintaining customer relationships. The Trait Emotional Intelligence Questionnaire (TEIQ) measures our understanding of ourselves and of other people, and our ability to use this knowledge to achieve goals.  Below are the scales and measurements of the TEIQ:

Well-Being Factor

Your overall well-being. It is made up of:

Happiness: How content you are about the present. Happiness measures pleasant emotional states in the present. This is different from Optimism, which measures how you view the future. Obviously specific events may affect your happiness for a while but, at any given time, are you usually cheerful and content or are you more dissatisfied and unhappy?

Optimism: How positive you feel about the future.  Whereas Happiness looks at pleasant emotional states in the present, Optimism measures the extent to which we view the future positively. Is the glass half full or is the glass half empty?

Self-esteem: How confident you are and your levels of self-respect.  Self-esteem measures how you evaluate yourself: your abilities, your achievements, and other aspects of your life.  Low self-esteem is often used as an excuse for mistakes or socially unacceptable behavior. Self-esteem is an important driver of achievement and well-being. Good levels of self-esteem are important in all aspects of our lives and very low levels can cause problems to your well-being. People with low levels of self-esteem can do demanding jobs well, create satisfying relationships and enjoy their lives. Too high a level of self-esteem can cause as many problems as a very low level.

Self-Control Factor

How well you regulate external pressure, stress, and impulses.  It is made up of:

Emotion Regulation: Your capacity to regulate your emotions, stay focused and remain calm in upsetting situations.  It measures how you control your feelings and internal states in the short, medium and long term. Emotion Regulation concentrates on your internal states rather than their outward expression. It concentrates on your ability to stay calm and focused even in upsetting situations. Negative thoughts and disruptive emotions get in the way of our concentration and affect our performance. What are seen as positive emotions can be as disruptive as negative ones. For example, you may get too excited to think straight.  These feelings may cause you to jump to conclusions rather than take into account all the factors of a problem. Dwelling on the way emotions have affected us for too long may serve to make a problem worse, rather than better.

Impulse Control: Whether you think before you act, if you give in to your urges, or make hasty decisions.  It measures the characteristic way we act, with forethought and planning or unthinkingly, quickly and on the spur of the moment. We are taught to think before we make decisions or act. We are supposed to analyze evidence and arguments. Yet work and life change so fast that there isn't always time to think things through. Decisions have to be made based on incomplete information. Many people act on gut instinct, on pre-existing beliefs, on impulse or for reasons they find hard to explain.  Many senior leaders say that one of their most important jobs is to make decisions quickly, based on minimal evidence. They claim that making a decision and acting is usually better than sitting around and over-analyzing a situation.  Both thinking things through and acting on impulse have their positive and negative aspects.

Stress Management: How well you manage pressure and stress.  A certain amount of pressure is essential for achieving what we want and enjoying many activities. Past a certain point, pressure and stress have psychological and physical effects which prevent us from doing our best work, finding pleasure in our life or, in extreme cases, staying healthy.  Many people try to develop ways of coping with the pressure. Stress has received a lot of attention in recent years. There are many books and training courses that describe ways of living a less unhealthily pressured life, including methods to prioritize work and relaxation techniques.

Emotionality Factor

Your capacity to perceive express emotions and how you use them to develop and sustain relationships with others.  It is made up of:

Empathy: Your capacity to understand other people's viewpoints and whether you take their feelings into account. It measures whether you understand other people's viewpoints and their reasons for feeling and acting the way they do. It also looks at how far you take their motives and feelings into account when considering how to respond to them. If you understand why someone is doing or thinking something, you are in a better position to communicate with them effectively.  Thus, empathy is a key element in work roles, from management and supervision to selling and customer support. It also helps in personal relationships.  Empathy is important with colleagues.  Understanding someone's reasons for doing something can avoid misunderstandings and arguments at work. People often attribute the wrong motives to each other. Empathy does not imply agreement or sympathy. It can lead you to judge someone more harshly because you've put yourself in their shoes and found their thinking sloppy, their motives dubious or their reasons for acting in a certain way inadequate. Empathy has downsides: it can lead you to focus on individuals and their concerns, rather than on a wider picture or the goal you have in mind.

Emotion Perception: Your capacity to understand your own and other people's emotions.  It measures your emotional literacy.  How good are you at understanding your own and other people's emotional feelings?  This looks at how well you can read emotions in any situation.  Research shows that inability to recognize emotions, coupled with a lack of sensitivity to social situations can cause anti-social behavior and avoidable disagreements. These can hinder organizational effectiveness.  It contributes to the smooth running of any group of people.

Emotion Expression: Your capacity to express your emotions. It measures how fluent you are at communicating your emotions to others. We express our emotions in many different ways, through our facial expressions, through our posture and bodily actions, through written and spoken words. We can express our emotion deliberately to create a desired effect, or naturally without any forethought. Emotion is not a soft side-issue at work or outside it. It contributes to work culture, problem solving, motivation, trust and building effective teams. Being able to express how we feel can prevent misunderstandings in relationships.

Relationships: How effective you are at starting and maintaining relationships with others. Attitudes toward relationships can be looked at in many ways. To some people relationships are a priority. To others their own thoughts and the jobs they have to do are more important. Numbers of relationships differ from person to person, as does their depth.  We use the language of relationship management at work all the time without realizing it. It helps us to explain why people work the way they do and what projects or roles they're best suited for. You may find people described as: good networkers – people with a large number of not particularly deep relationships; good team members – people who have deeper relationships with a small group; or loners – people who don't seem to need relationships with others and may be concentrated on specific tasks.

Sociability Factor

Your capacity to socialize, to manage and to communicate with others. It is made up of:

Emotion Management: Your capacity to manage other people's emotional states.  It looks at how effective you believe you are in influencing how other people feel. You can do this by sympathizing with them, calming them down and motivating them. At times you will want to make people feel better but it is not just about instilling positive emotions in other people. It is about the wider issue of getting other people to act in a way that achieves a goal. You may want to instill a variety of emotions in employees if you feel that will help you improve underperformance. In some personal situations, people's emotions can get out of control and prevent a problem from being solved. 

Assertiveness: How forthcoming you are and the degree to which you stand up for your own rights.  It measures how forthright and frank you are in putting your views across. It also looks at whether your views are based on your beliefs, on an objective analysis of data, or simply on emotional reactions. It suggests how far you will stand up for what you perceive as your rights.  Assertiveness is different from aggression, though the two qualities are sometimes confused. Aggression involves hostile acts or feelings. Assertiveness is a tendency to stand up and argue for your views.

Social Awareness: Your capacity to feel comfortable in social contexts and how you behave in the presence of people you do not know well.  Social situations bring their own pressures and we are more or less good at noticing and then adapting to them. There are unwritten and sometimes formal rules about how we dress, act or even speak differently at work, at home and in certain types of social situations. Some of us make efforts to adapt. Some of us make a point of being ourselves.  Social Awareness measures your perception of how aware you are of different situations and how you adapt your behavior based on this awareness.


It measures how flexible you are in your approach to life. It reflects how you adapt to new environments, conditions and people, and how you deal with change. Your score indicates whether you will welcome and even seek out new experiences or will prefer a more stable environment at work.  How well do you cope with different situations at work, such as a reorganization, a new job or a long, mundane project? It will also help you address personal changes, such as moving into a new house or breaking up with a partner.


Research shows that individuals are motivated by many different things in their work. These include financial rewards, status, praise, and social interaction. Self-motivation measures the extent to which a person is intrinsically motivated. People motivated in this way have their own internal standards which they apply to any task. Their motivation comes from achieving those standards.

The TEIQ assessment provides information on a scale-by-scale basis, including discussion points, interpretive information, and the pros-and-cons of scores as they impact leadership, teamwork, sales and employability.  This TEIQ can be easily added to your Pre-employment assessments USA. 

Contact us to obtain Sample Reports for the TEIQ Assessment.

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