Why BrainWorks Incorporates Emotional Intelligence Into Their Talent-Acquisition Process

1. Why BrainWorks Incorporates Emotional Intelligence Into Their Talent-Acquisition Process Although the concept of “emotional intelligence” (EI) has been a feature of the psychological (and commercial) landscape since the 1990s, its importance as a characteristic to be identified and sought after in hiring is relatively recent. At least, hiring managers, HR departments, and recruiters focusing on it in earnest is fairly recent. Many of those entities and institutions cite EI as a hiring priority, and some even seek out recruiters who insist they test for it, or instruct hiring managers to do so. Even so, according to research, some businesses still undervalue EI as an asset and are therefore not sufficiently prioritizing it as a candidate-priority. Perhaps the best way to find top talent that’s appropriately emotionally intelligent is to partner with a recruitment firm that does appreciate the importance of EI and prioritizes it in candidates. That’s where BrainWorks can help. Why Emotional Intelligence is Important Whether you’re looking for CPG recruiters to fill a C-level marketing position for a grocery chain that requires extensive interaction with employees and clients or the number-crunching head of a tech’s R&D wing, EI is important. There are virtually no executive, managerial, or C-level positions that don’t involve interaction with other executives, staff, contractors, employers, and/or clients and customers on some level. And, particularly at the executive level, a manager who can’t fulfill the interpersonal components of the position is going to hurt the business. On the other hand, a candidate gifted with EI can make a department or business. How Not to Hire for Emotional Intelligence

2. As mentioned, there are some businesses and recruiting firms that are at least making an effort to find self-aware, emotionally intelligent candidates. Particularly for analytics or tech-centric organizations looking for data science or analytic recruiting, a premium is often put on attempts to quantify EI with testing. That can be a good thing, when that “testing” is organic and involves the formation of a relationship. It’s less beneficial when it relies exclusively on actual tests, personality inventories, and the like. For one, personality isn’t emotional intelligence, as there are friendly, positive candidates out there who lack care and concern for the well-being of others; and, unfortunately, tests can be manipulated. How BrainWorks Finds Emotionally Intelligent Talent Having developed a reputation as effective data science recruiters, BrainWorks recognizes the importance of data and the analysis of metrics (hence their proprietary hiring processes and systems). However, for something like EI, a significant feature of the equation relies on interaction. Interaction like employing behavioral event interviewing: asking them questions that get past the pat job interview answers and demonstrate actual, practical accomplishments (and failures), and how they deal with those, with other people in specific situations, and evaluates how self-aware they are of their own flaws and talents. BrainWorks recognizes that— like virtually everything else worthwhile—there’s just not really a shortcut to evaluating EI. It takes their insight, training, years of experience, and general expertise to find qualified, top-tier candidates with EI who will excel within a business. BrainWorks can intelligently assist your company in hiring STARS. Better talent. Faster hires. Add it up, and you get the highest return on your recruitment investment. Learn more at https://brainworksinc.com/