The EQ Interview: Finding Employees with High Emotional Intelligence Paperback – Jun 9 2008
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"Well-written and thorough, this book will be helpful to anyone looking to make better hiring decisions, especially those new to the interviewing process." "Publishers Weekly"
About the Author
Adele B. Lynn (Belle Vernon, PA) is the founder and owner of The Adele Lynn Leadership Group, an international consulting and training firm whose clients include many Fortune 500 companies. Her business focuses on helping organizations strengthen productivity and quality through improvements in emotional intelligence and workplace trust. Her previous books include Quick Emotional Intelligence Activities forBusy Managers (978-0-8144-0895-7), The Emotional Intelligence Activity Book (978-0-8144-7123-4) and The EQ Difference (978-0-8144-0844-5).
Inside This Book(Learn More)
Most Helpful Customer Reviews on Amazon.com (beta)
The book is made up of eleven chapters each of which explains a different aspect of EQ. Interview questions finally appear in Appendix 2. The book gets two stars because of the depth of the information in the these chapters.
But the interview information is a big problem. Not only does the reader have no objective mechanism for interpreting responses to interview questions, there is no evidence tieing responses to these specific questions to good or poor job performance. It might seem obvious to some interviewers what the right answer is to "Tell me about the time you realized that something was best left unsaid," but not to everyone.
Though many of the interview questions are fine, a large number have a "when did you last stop beating your wife," undercurrent. For example, how would you like to be the candidate who is asked about the last time she had been "annoying someone at work." Many are deeply personal. The answers are not necessarily easy for the average person to interpret because candidates will have a tough time answering many of them honestly--even if they are mature, sensitive etc. Some questions will simply test the candidate's ability to hold his or her temper at an interview. In fact if you ask a candidate some of the questions in this book, your own emotional intelligence should probably be questioned.
Ad hoc interpretations of these questions could easily leave one open to charges of gender, age and cultural bias. An interviewer or hiring manager with a low EQ could easily misinterpret or misuse this information. Unless you can be absolutely certain that the responses to a given question predict job performance,I would use it purely as a reference on the subject of EQ.