Why Employers Want High IQ and High EQ

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Why Employers Want High IQ and High EQ
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Most employers say they want to hire top talent.
However, defining top talent can be vastly
different for each employer. Most employers have
identified KSAs (Knowledge, Skills, Abilities)
for their open position. We know that cognitive
ability or intelligence (IQ) exists in a normal
distribution (bell curve).
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Given a choice, most employers would prefer to
hire high intelligence over average or low
intelligence. Employers expect to assign more
complex tasks and greater responsibilities to
employees with above average cognitive ability.
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The reason a high level of emotional intelligence
(EQ) is valued by employers is because it has a
deep impact on everything a person does.
Emotional intelligence is a way of thinking and
behaving that indicates the level of awareness a
person has about all of their relationships.
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How Important is Intelligence (IQ) in Talent
Selection? Intelligence (cognitive ability)
refers to our ability or capacity to acquire and
apply knowledge and skills. Cognitive Ability
assessment often plays a key role in talent
selection and development.
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A cognitive ability assessment is often the first
step of the applicant screening process. Pass
the first stage, and you can move on to the next.
Those who are not able to meet the minimum
cognitive ability requirements will be eliminated
from the list of qualified applicants. The
cognitive ability assessment used in candidate
screening has to be job related.
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It is usually quite easy to establish that a
cognitive ability assessment is job related by
assessing a group of current employees in the
position. This pilot study will establish the
range of cognitive ability scores that exist in
the employees who have proven to be successful in
the position.
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Theres a strong correlation between Cognitive
Ability scores and outcomes at work. In other
words, an employee with high cognitive ability
has a higher potential of showing positive
outcomes in the work environment. An employees
cognitive ability can be an indicator of their
critical thinking and problem-solving skills. In
1998, Frank L. Schmidt and John E. Hunter found
that cognitive ability accounts for about 50 of
job performance.
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Their research publication was titled The
Validity and Utility of Selection Methods in
Personnel Psychology Practical and Theoretical
Implications of 85 Years of Research Findings.
Their research article presents the validity of
19 selection procedures for predicting job
performance and training performance.
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How Important is Emotional Intelligence (EQ) in
Talent Selection?
Talent selection assessments can be focused on IQ
(cognitive intelligence) and EQ (emotional
intelligence). Emotional intelligence is the
ability to perceive and manage ones own
emotions, as well as those of others, and to use
those abilities to get along better with others.
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EQ is also distributed in a bell curve or normal
distribution, like most other qualities in nature
and human behavior. In business, higher EQ can
have profound effects in executive leadership,
management and supervision, customer service and
sales. Higher EQ helps individuals to communicate
better, promotes team efforts and problem solving
with other individuals.
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EQ is now commonly viewed as important for every
business to survive and grow. About 60 of the
larger global companies assess Emotional
Intelligence (EQ) in their employment screening.
Employers usually prefer to hire employees with
a good balance of IQ and EQ.
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This makes them well-rounded individuals, with
the greatest potential to become high performers.
These high performers are the employees who are
able to help the organization reach its goals.
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Applying talent selection assessments of IQ and
EQ is one proven way hiring managers can position
their company for success. Contact us to learn
more about different talent selection assessments
of IQ and EQ.
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