Title 1 No Spac... Su Styles Paragraph Emotional Intelligence or Cognitive-Ability? Cognitive ability tests are very reliable and validly measures of job performance."Cognitive ability tests 'normally assess reasoning, verbal, and quantitative ability."*A recent-survey, however found. that 71%-of-the-2661'employers "sampled valued emotional intelligence (EI) over cognitive ability. EI'assesses a person's ability to accurately perceive emotions in themselves and others; and to be aware of how their emotions shape their thinking, 'decisions, and coping mechanisms, their ability to understand and analyze their emotions; and their ability to regulate their emotions. "El correlates with-job performance at a much lower level and in many cases the specific measure of EI did not correlate with job-performance. The survey found that:59% of employers would not hire someone with high-cognitive ability but low El.--75%"said they would promote someone with high El over someone with a lower value of EI.When asked why emotional intelligence is more important than high-IQ, employers "said (in order of importance) 'high'El employee: Are more likely to stay calm under pressure: I Know how to resolve conflict-effectively1 Are empathetic to their team members and react accordingly: Lead by example And tend to make more thoughtful business decisions In discussing the survey results a VP of Human Resources at CareerBuilder, the organization that carried out the survey said the competitive job market allows'employers to look more closely at the. Intangible qualities that pay dividends down the road-like skilled communicators and perspective team members. Technical competency and intelligence are important assets for every worker, but when its down to you and another candidate for promotion or new job, dynamic interpersonal skills will set you apart. "In a recovering economy, employers want people who can A Emphasis 1 Heading 1 1 No Spac... SC Paragraph colleagues ana culents to aeuver une vest-resurs1 1 Normal Subtitle Title Case Questions Styles 1 1. What do you think? Should the hiring managers prefer-Elover cognitive ability in predicting job performance? Why?:(5-marks) --- 2.-If you planned-to-use-El as part of your selection'system, discuss the steps that you would take to ensure that you were able to make reliable and accurate inferences about job performance in your work situation. That is what would you have to do to show that your measure was reliable and valid? (5-marks) 3.-El tests are prone to applicant-faking. What can you do-to-limit-faking on an Eltest? Would these procedures lower the reliability and validity of the tests?"(3-marks) 4. What are the legal considerations of using El tests with poor reliability and validity? What are the business costs? (5-marks) 5. If you were hiring-for-a-leadership positions, what-mix oftests related to the questions/case-above, would you implement to ensure you are hiring the best person for the role?-C2marks) O RI hp View Help Subtitle Title HRM 500 Final Student Copy(1) - Word Mailings Review Tell me what you want to do A. EEE 21 . YA Emphasis THeading 1 1 Normal 1 No Spacs Paragraph tests 'normally assess "Teasoning, verbal, and quantitative ability. A recent-survey, however tound- that:71% of the 2661-employers sampled-valued emotional intelligence (EI) over cognitive ability. EI-assesses a person's ability to accurately perceive emotions in themselves and others, and to be aware of how their emotions "shape their thinking, decisions, and coping mechanisms; their ability to understand and analyze their emotions, and their ability to regulate their emotions. "El correlates with-job performanceata much-lower level and in many cases the specific measure of El did not correlate with job performance. The survey found that-59% of employers would not-hire someone with high cognitive ability but low-El.--75% said they would promote someone with high-El-over someone with a lower value of EL-When asked why emotional intelligence is more important than high-IQ, employers said"(in order of importance) -high-El employee. Are more likely to stay calm under pressure Know how to resolve conflict effectivelyi Areempathetic to their team members and react accordingly: 1 Lead by examples And tend to make more thoughtful business decisions In discussing the survey results a VP of Human Resources at CareerBuilder, the organization that carried out the survey said the competitive job market-allows 'employers to look more closely at the. Intangible qualities that pay dividends down the road-like skilled communicators and perspective team members. Technical competency and intelligence are important assets-for every worker, but when its down to you and another candidate for promotion or newjob, dynamic interpersonal skills will set you apart. In a recovering economy, employers want people who can effectively make decisions in stressful situations and can empathize with the needs of their colleagues and clients to deliver the best results. I O . hp