With a growing body of research showing that Emotional Intelligence is one of the key indicators of success, smart hiring managers know that choosing employees based on their EQ makes sense. What they don't know is the best way to do it. The EQ Interview gives readers the skills and understanding they need to assess candidates' emotional intelligence and ensure that they're the right fit for the job. This practical guide explains the five areas of emotional intelligence, and how these competencies enhance job performance. The book then arms interviewers with more than 250 behavior-based questions specially formulated to help determine how applicants have used their EQ in past experiences. Readers will learn how they can analyze and interpret answers to predict future success, and even spot "EQ frauds" to avoid costly hiring mistakes. Filled with insightful examples, this is the one book that shows readers how to factor emotional intelligence into their hiring process.

Amazon.com® Reader Reviews (Ranked by Helpfulness)

Average Amazon.com® Rating:  Based on 9 Ratings

A Great Interviewing Resource - How to Hire for Attitude - 2008-11-26
Reviewer Rating:
The EQ Interview is a superb resource for a Human Resources department or hiring manager.

This book goes beyond emotional intelligence, it is an easy to use tool to hire for attitude.

In short, easy to understand sections, Adele Lynn outlines what a particular competency is, why it is important, specific questions to ask and what to look for in an answer. You can easily jump to a section you are interested in and after 10 or 15 minutes have a good sense of what to look for and how to do it.

As a recruiter and trainer, I highly recommend this book.

A must for anyone who hires staff in any capacity - 2009-05-22
Reviewer Rating:
The Other Kind of Smart: Simple Ways to Boost Your Emotional Intelligence for Greater Personal Effectiveness and Success

A well thought out, organized book that is both comprehensive, useful and easy to digest. It breaks down the components of emotional intelligence in a manner that has immediate practical application in the hiring process. As a bonus it offers ideas on how to spot applicants who may be faking and telling the interviewer what they think he or she wants to hear. The book adds a critical, and up to now, often overlooked and misunderstood aspect to the interviewing process. It has been long overdue in coming.

High value, original, concise - 2008-12-09
Reviewer Rating:
Here's a rare thing: a document that provides high value, covers a topic not widely understood with original insights, and is easy to read and apply. Rather than provide an lengthy tome for academics, the author has provided a work of potentially immediate use, in a form not likely to threaten busy managers. And the subject (emotional intelligence)is one of intrinsic value to all involved: employers, employees, HR managers, etc. Highly recommended.

At Last: Using EQ When Looking for Talent - 2008-12-07
Reviewer Rating:
Adele Lynn has done it again! This book will help you apply Emotional Intelligence in the real world, and recruit talented people with the right outlook and attitude. By using EQ during the interview process, you'll hire people more aligned with your organization's values and goals, instead of just employees who can do the job.


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An Excellent tool to hire talents - 2008-12-07
Reviewer Rating:
The organizations have made every effort to hire people involved, especially leaders with skills to recognize talent, hire them and keep them in business, and now more than ever these powers are necessary to overcome tense moments, and uncertain scenarios. Before those hiring happen so empirical, but Adele Lynn brings us concrete and specific ways to help all who need to find the right people, with suggestions of objective questions to be put to the applicants.
This would also help the interviewers in their self-development and knowledge.
The timing of the interview is unique and should be viewed not as a routine task, which seeks to fit the candidate profile within the tried, but to really listen this person who is in front of us, and try to understand her/him, with experiences, dreams, successes, failures, stories of life, especially values, and then we can see if this person could contribute to the organization and where he/she could feel performed with the challenges that he/she will face.

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