As published in Computer Weekly
More than 70% of top companies now use psychometric tests – and there is no way to trick them in order to get a job says job agency body the Recruitment and Employment Confederation. They also warn that trying to guess the “right” answer to test questions is not only impossible but will probably reveal someone as a liar.
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How It Affects Learning, Work, Relationships, and Our Mental Health
Richard D. Roberts
Emotional intelligence (or EI) — the ability to perceive, regulate, and communicate emotions, and to understand emotions in ourselves and others — has been the subject of best-selling books, magazine cover stories, and countless media mentions.
It has been touted as a solution for problems ranging from relationship issues to the inadequacies of local schools. But the media hype has far outpaced the scientific research on emotional intelligence. In ‘What We Know about Emotional Intelligence’, three experts who are actively involved in research into EI offer a state-of-the-art account of EI in theory and practice. They tell us what we know about EI based, not on anecdotes or wishful thinking, but on scientific evidence.
EI promises a new means for achieving success and personal happiness. Coaches and consultants offer EI training and administer EQ tests — despite the lack of any agreement on how to measure EI, the usefulness of testing for EI, and even how to define EI. ‘What We Know about Emotional Intelligence’ looks at current knowledge about EI with the goal of translating it into practical recommendations in work, school, social, and psychological contexts. The authors discuss what is (and what isn’t) EI, why the concept has such appeal today, how EI develops, and the usefulness of EI in the real world — in school curricula, the workplace, and treating psychological dysfunction.
An independent study investigating the relation of the “Big Five” personality dimensions (Openness to Experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled) is summarised below.
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