Emotional intelligence tests are a newly emerging category of assessments. The concept of emotional intelligence, or EI, is relatively new, first popularized in the 1990s. Over time, the concept of emotional intelligence has become particularly important in the context of the workplace.
Emotional intelligence as a construct is less well-established when compared to cognitive aptitude or even personality. However, research has suggested that emotional intelligence can be viewed as an ability akin to cognitive ability. This makes it possible to assess EI using an ability-based assessment. Emotify, for example, is an ability-based assessment of emotional intelligence that measures a person’s ability to accurately perceive and understand emotions.
In terms of when to use an emotional intelligence test in the hiring process, Criteria recommends administering it for roles that require a great deal of interpersonal interaction. Examples include management or leadership roles, sales or customer services, human resources, and more.
Risk tests essentially help organizations reduce risk. Risk can take a wide variety of forms, and different assessments measure different types of risk. The main benefit of a risk assessment is that it helps organizations reduce the risk that employees may engage in unsafe or counterproductive work behaviors.
Research has shown that emotional intelligence is associated with important work outcomes such as interpersonal effectiveness, collaboration and teamwork, motivation, and decision-making. Strong emotional intelligence has also been associated with good leadership and strong management skills. As a result, organizations are increasingly interested in assessing EI in the hiring process.
Tests that assess traits related to customer service are also increasingly popular because customer service representative positions tend to have above average turnover rates. This leaves HR managers scrambling for tools that can help remedy this problem. Personality tests are particularly useful for minimizing voluntary turnover because they seek to uncover not whether candidates are capable of doing a job, but whether candidates will be content and comfortable performing that job based on their fixed personality traits.
Customer service personality tests are not strictly reserved for customer service representatives, however. These types of tests have been growing in popularity because many organizations place a heavy emphasis on cultivating a "culture of customer service" across an entire organization, in industries as diverse as medical care providers, banks, and non-profits. Companies may find a lot of value in administering these tests to applicants for managerial and administrative positions if their jobs will involve frequent interactions with customers or the public at large.