如何通过情绪智力使招聘生命
很难让合适的人拥有正确的席位。同样,很难以一种启发他们并为可持续成功奠定舞台的方式。招聘并不容易,但是情绪智力可以帮助您。从头到尾,这是一个必不可少的镜头,可以通过它来构图和进行招聘过程。您如何确切地将EQ集成到招聘中?
经过广泛的研究,六秒钟已经确定了以下最佳实践,以在招现金网赌钱网站聘过程的各个方面有效地使用情商。
建议雇主品牌,选择和入职。
The trend in the past was behavioral interviewing. The premise was to train interviewers to detect signals of emotional intelligence (EQ). It was a good idea, but hard to do well. The next evolution was using full-blown EQ assessments. This approach offered excellent data, but was awkward to use in an interview and much too expensive for large-scale hiring. Here are our recommendations for an integrated approach of best practices for hiring with emotional intelligence.
首先,预览:
Employer Branding
use emotional intelligence data and vocabulary to attract quality talent.
Hiring / Selection
apply “just simple enough” emotional intelligence metrics to get the right people.
Employee Onboarding
将技能和词汇整合到船上才能,以改善保留率。
Employer Branding: Attracting Emotionally Intelligent Applicants
Are you a great employer, where talented, innovative, committed employees will thrive? Employer branding is about letting prospective employees know you’re the kind of organization to which “high EQ people” should apply. Try the following:
Add emotional intelligence to job descriptions & promotion (seeAdobe’s example).
使用关系过程(例如Zappos Insider).
委托定制研究以量化您公司对等式的承诺;持续执行此操作以显示趋势。[[1]
Adobe makes it clear why they value EQ in potential candidates
选择:雇用情商
使用精心验证的情商评估。有些测试过于简单(您可以获得所需的任何分数),而其他测试则过于复杂(需要一个小时才能开始理解报告)。正确的工具具有强大的心理计量学和简单的输出。这是对几种精心验证的情商测试的分析。[[2]
在选择中使用情商的方法取决于您的情况:
- Filter a large number of candidates:screening
- 区分最终候选人:interviewing
- Go in-depth with senior candidates:critical selection
Case 1: Screening a Large Group
挑战:从大量申请人中选择最佳候选人
The first step is a needs assessment. What EQ capabilities are important in this specific role? You can assess this through an informal process of discussion or do formal research to see the specific capabilities of high-performing individuals in this role; this creates a target. [3]
Candidates take the EQ assessment and you generate a spreadsheet of results. Then you have specific EQ data to add to your selection process of who to interview. [4]
案例2:面试或小选择
挑战:使用情商区分合格的候选人
在这种情况下,您需要一个简单的情商概况,您可以在面试中进行讨论。它应该提供数据,使您能够通过将对话进行数据对话进行更有效的访谈。同时,全深度评估并不理想,因为它需要太多时间且太复杂。[4A]
Case 3: Senior Candidates and Critical Selection
挑战:深入了解情绪智力以了解能力并适合
More senior positions warrant a deeper dive into emotional intelligence, measuring a range of competencies. This requires certification training so a recruiter can effectively interpret the EQ data and discuss the results in a meaningful way with the candidate. [5]
In this situation, it’s also important to understand the fit between the prospective leader and team. Having a group profile of the team’s EQ SWOT creates a powerful conversation where the recruiter can let the candidate understand the dynamics and needs of the situation. The group summary has to be structured in a way that has depth and meaning, but doesn’t reveal any controversial or confidential data. [6]
入职:嵌入情商
To gain full value from emotional intelligence in the hiring process, these concepts need to become integrated into the culture of the organization. New hire training is an excellent forum to introduce this vocabulary. Ideally, senior leaders are walking the talk when it comes to emotional intelligence. If they’ve gone through EQ assessment and coaching, it’s very powerful if they’re the ones presenting EQ content in the new hire training.
接下来,团队经理可以使用等式快速将新人带入团队。专注于识别和共享每个团队成员与EQ相关的优势以及这些团队角色和目标的联系。这促进了有关团队文化和新人合适的实用对话。使用基于优势的方法是为新员工和团队创造买入和增强能源的关键。[[7]
从一开始就嵌入了情商,阶段将旨在持续考虑绩效评估和专业发展中的EQ能力。早期指标表明这种入职过程将改善员工的保留(请参阅Zenet示例)
The Bottom Line: Vitalizing the Hiring Process with EQ
More organizations are seeing that “how we do our work” is essential to performance, so they’re looking for employees who have the skills to connect, collaborate, and commit. Emotional intelligence is invaluable.
Best practices for using emotional intelligence in hiring include:
Design a complete process from recruitment to onboarding.
使用强大的评估具有可靠的数据。
Distill the data into a simple form that’s practical and meaningful at each stage.
Just fill in this form and we’ll send you the sample EQ resources that organizations have used to vitalize hiring with emotional intelligence:
Notes
以下是六秒钟发布的几种工具和资源,非常适合选择的不同阶段:现金网赌钱网站
[[1] An example of this is the Six Seconds global State of the Heart Report. This type of data can be created within an organization. You can request a copy using the form to the right.
[[2] The Six Seconds Emotional Intelligence assessment, SEI, works well in hiring. SEI is practical and it’s extremely well validated (over 100,000 people in the dataset, robust psychometrics, numerous national norms). There are multiple outputs to meet selection needs and more information can be found here://www.texturesrug.com/tools/sei/sei-eq-assessment/。
[[3]六秒钟的D现金网赌钱网站NA轮廓是将内部性能度量与特定组织或角色的EQ分数相关联的快速方法。请求使用右侧表格的副本。
[[4] A Selection Matrix spreadsheet is available from the SEI for groups to quickly view and sort by various key capabilities. Request a copy using the form to the right.
[[4a] TheBrain Discovery Profileis an example of a highly effective 1-page summary of key emotional intelligence assets and challenges. It can be shared with a candidate for an open discussion, and has built-in questions for a structured interview process. A sample is included with the files you can download using the form above-right.。
[[5] SEI领导力报告是此过程的理想选择,因为它具有很高的深度,但也很容易理解。您可以使用上面的表格下载的文件中包含了一个示例。。
[[6] Tools include the SEI Group Report or the Brain Profile Team Dashboard. A sample Dashboard is included with the files you can download using the form above-right。
[[7] More on the Brain Talent and other Profiles is here: //www.texturesrug.com/tools/sei/profiles/
authors: Joshua Freedman, Paul Stillman, Lorenzo Fariselli, Jan 29, 2016
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Great article Josh happy to share how we are utilising EQ in the solutions if anyone wants more info
Great article Joshua! I’m curious if you have any examples of how emotional intelligence data has been used in employer branding. Seems like a very interesting idea.