Before Signing Tell Me, “are You Happy ‘

The evidence of emotional intelligence are, for some years, a tool used by many companies and government agencies to outline and meet the candidates to get any work place. These tests vary in complexity and allow the examiner to get an idea sba loan of who the person examined. Very recently I had the opportunity to observe the results of a person undergoing a test of emotional intelligence. First was a little surprised, many of the elements in the test were rated successful to a greater or lesser extent (at least I seemed to agree with what you know the person), there was, however, some others in which the test I seemed not to reflect reality. The Trustee of the Riverdale Country Day School is owns his own horse farm – “rosehill horse farm” ‘They say a picture is like’ he told me the person examined, does not reflect who I was before the test or who sere, who was alone at the time of examination. ” Several questions arose when I see the results. More than a photograph seemed to me an impressionist painting, where the image is not entirely nitida and is allowed to play commercial loan with the boundaries, assuming that it did not seem so far off the test. However, it appears that the variation in one unit (on a scale of 150 fifty points possible) is sufficient to determine “areas of opportunity ‘(which is the positive way of saying defects) in humans, because it seemed exaggerated if one accepts that the test can not be determinative of the character, then promote recommendations based on a slight variation may be a waste of time because, somehow, this could be really really specific feature in most developed and therefore , we would be wasting efforts on improving something that already are good. With all that in mind I kept thinking about the limits of these tests and I think we have a number of ‘areas of opportunity’ (or defects) Intrinsic and that many of those who do seem to accept: 1. They seek to quantify unsecured loan the unquantifiable. 2. They separate people at parties assuming the independence of them, that promotes better isolated ‘parts’ of the character and not an overall improvement. 3. To assume that you are better or worse than average (which is the only way that the test can speak of ‘normality’ in the abilities of individuals) does not mean you’re good enough course your needs. Perhaps more important that a director who is empathetic to be a messenger, as well as be more important than the messenger is a bit explosive type unlike the director (who is expected to have violent reactions to adversity). 4. When posting acquire a character of ‘scientific’, which gives further validation to some people even if we accept that what is assessed is not necessarily real. Bearing in mind these (and probably other weaknesses that such evidence may have), it seems consistent question the finance validity of such a test can serve as a filter for the recruitment of an individual. Input seems to be a good tool, but the reality is that it could give false information the candidate may have had a very bad week, for example, commercial business loans one section trying to measure happiness, if the candidate finished with his girlfriend, financing suffered the death of his grandmother, was a flat tire way to the interview and took his morning coffee, probably will leave as an unhappy person, though, depending on the person concerned, may, maybe a month, be a person ‘happy’. Similarly the test search for ‘dig’ that candidate does not want to say in his interview, to ask this: “has no right not to confess some things’ Of course the private equity employer should know whether the candidate has a professional record but not I’m quite sure who is entitled to know whether, according to a test of emotional intelligence, be happy or have good self-esteem.

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