The Emotional Intelligence Selection Assessment

Measuring emotional intelligence should be added to talent management and hiring processes, not to replace other strategies but to strengthen an existing process. Yes, you still need a comprehensive hiring plan, but what’s now clear to business leaders everywhere is that emotional intelligence skills and behaviours are as important as your intellect, experience, and background in determining success at work and in life. There’s also a wide variety of research and articles on the importance of hiring FOR emotional intelligence. But in all those blogs and pieces of content, authors don’t talk about HOW to hire for emotional intelligence. 

An Overview


What The Assessment Measures


Reports Available

The Emotional Intelligence Selection Report With Interview Questions

Review the Inflation, Manipulation and Inconsistency Indices.
All self-report measures can be subject to response biases. This information is designed to help you determine the validity of the candidate’s assessment scores. If these validity indices suggest bias, it is recommended that you behaviourally interview the candidate to help validate or challenge the candidate’s scores.

Review the candidate’s total score and summary profile.
This will help you form a quick overall impression of the candidate’s strengths and possible areas for development. This page can also help you compare a number of candidates profiles quickly.

Evaluate the candidate’s scores on each of the seven key skills. Review the behaviours the candidate reported demonstrating least frequently and consider what additional information this insight provides.

Interview. Conduct the interview with the candidate using the questions and behavioural scoring criteria.


An assessment link is sent via email to the candidate. The assessment takes 30 minutes to complete. The results are sent to the manager on completion.

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Call: +27 82 685 8896

Contact Power Assessments International


Call: +27 82 685 8896