The market is highly competitive these days, for everyone, irrespective of your position. New technologies are there, and so are the demands for the required skill sets. While the job scenario is always thriving in scarcity, there's a higher attrition rate for most companies. So, whether you are a recruiter or a candidate, the world has been tougher than ever for both of you. To get hired, you require lots of skills, both technical and psychological. For the recruiters, however, it's a challenge to find the right ones, carrying both, especially those with high EQ. Alongside, filtering out the potential candidates for your articulated workforce, you as a recruiter and employer also require aptitude testing, especially in those scenarios where thousands of applications get submitted for a few positions. Both of the EQ test and aptitude testing are prime requirements not only in hiring but also in team collaboration and employee retention. How? That will be discussed in today's article.
While IQ has more to do with one’s intelligence and cognitive ability, such as logical reasoning, problem-solving, and understanding complex ideas, EQ is all about social intelligence. Unlike IQ, it's focused on the effective use of emotion in various scenarios. To survive these days anywhere in the general corporate world, you have to have high EQ, involving skills like empathy, emotional regulation, social skills, and self-awareness. On the other hand, aptitude testing is all about assessing one’s natural talents and abilities related to specific job functions. We as employees have mostly experienced verbal & logical reasoning and arithmetic problems quoted as aptitude testing, but this varies depending on the job functions. For a job where critical and quick thinking is required, such as customer service, banking, and engineering, these basic kinds of aptitude tests are required. On the other contrary, for architects, the abstract spatial test is conducted.
When you as a recruiter will filter out potential candidates for a job role or project based on the EQ test and aptitude testing, it will be easier for you to understand who is a team person and who is not. By understanding employees' aptitudes, you along with other heads of your organisation can tailor roles and responsibilities to better match individuals' strengths, leading to higher job satisfaction and reduced turnover. Most employees leave organisations not for the salary but for the toxic culture where they are constantly abused, if not physically then verbally and mentally. When employees feel that their skills are well-matched to their roles and that their emotional needs are supported, they are more likely to stay with the company long-term.
Successful completion of a project means team collaboration and productivity are at their peak. EQ test and aptitude testing not only help in filtering the best candidates but in retaining them as well. And by lowering the attrition rate, elements like productivity & team collaboration get better. When the manager, supervisors, and employees themselves understand others’ mental health and behave in the same way, it builds a form of emotional support, which is a prime requirement for both millennials and Gen Z. Aptitude testing already helps recruiters build an articulated workforce. This workforce will only throw its best performance when everything is in the right place, from salary to morality to physical and emotional health. If your workforce lacks something like these, work on both EQ and aptitude insights. These will provide effective conflict resolutions, optimised assignments, improved team dynamics, boosted employee engagement & satisfaction, and better leadership.
By integrating EQ test and aptitude testing, recruiters can not only make better hiring decisions but lower attrition rates as well, while strengthening team collaboration. By understanding employees' emotional intelligence and natural aptitudes, organizations can create more effective teams. If some of your employees lack something like this, then provide them with tailored training and development as well. However, designing these sorts of tests is a pure headache, which can be omitted by partnering with a specialized organisation. Discover Assessments, established in 2014, is a renowned player in this field. Known for introducing the world's first platform to incorporate gamified DISC-based personality tests, this organisation has now clients from over 36+ countries. And for your organisation as well, Discover Assessments can be your best partner to help you get the best folks for your company.