In brief: Emotional intelligence (EQ) is the ability to perceive, understand, manage and regulate one's own and others' emotions, encompassing self-awareness, empathy, adaptability and social skills (Goleman, 1995). It differentiates equally qualified candidates, as EQ accounts for 58% of performance in all types of jobs and 90% of top performers have high EQ, according to Bradberry and Greaves (2009). Candidates can demonstrate it in behavioural interviews and cover letters, but EQ complements rather than replaces the right skills and experience.
In an ongoingly competitive labour market, technical skills and experience alone are no longer sufficient to secure a role, especially in leadership or people facing positions. Emotional Intelligence (EQ) has emerged as a critical factor in recruitment decisions, often serving as a differentiator between equally qualified candidates.
What is emotional intelligence?
Emotional Intelligence refers to the ability to perceive, understand, manage, and regulate emotions, both one’s own and those of others. It includes competencies such as self awareness, empathy, adaptability, and social skills (Goleman, 1995).
Why EQ Matters in Hiring
Recruiters and employers recognise that candidates with high EQ typically communicate more effectively, potentially handle stress better, and collaborate more efficiently. This is especially valuable in roles involving teamwork, stakeholder engagement, or leadership responsibilities.
According to TalentSmart’s own testing data, EQ accounts for 58% of performance in all types of jobs and 90% of top performers have high emotional intelligence (Bradberry and Greaves, 2009). A meta-analysis of peer-reviewed studies also found that emotional intelligence predicts job performance (O’Boyle et al., 2011). While qualifications get candidates through the door, it’s their interpersonal agility that often determines whether they are hired.
EQ in Resumes and Interviews
Increasingly, job applicants are expected to demonstrate soft skills during the application process. This includes:
- Tailoring responses in behavioural interviews : to show resilience, empathy, and conflict resolution skills.
- Displaying self awareness in cover letters : reflecting on lessons learned, growth, and communication style.
- Adapting to situational cues in interviews: adjusting tone, listening actively, and responding with emotional maturity.
Employers can turn to tools such as psychometric assessments and situational judgement tests to assess candidates’ emotional intelligence, particularly for high stakes and people focused roles.
EQ Complements but does not replace Skills and Experience
While EQ is a critical attribute, it is not a substitute for the technical capabilities and professional experience required for a role. Employers still need assurance that a candidate can perform the tasks required and has the qualifications or knowledge to do so. Emotional intelligence enhances a candidate’s ability to apply those skills effectively, particularly in dynamic, people centric environments, but it must be built on a foundation of relevant expertise.
EQ as a Predictor of Long Term Success
High EQ contributes to better workplace relationships, higher engagement, and reduced turnover. A 2023 review of the research found that emotionally intelligent leaders improve team behaviours and business results (Coronado-Maldonado and Benítez-Márquez, 2023).
From a recruitment perspective, this means that selecting candidates with strong emotional competencies not only reduces the risk of a poor cultural fit but also contributes to better organisational outcomes over time.
Final Thoughts
For job seekers, demonstrating emotional intelligence throughout the application process can significantly enhance employability. For employers, prioritising EQ in hiring decisions supports the development of high performing, resilient, and adaptable teams. However, EQ should be viewed as complementary to, not a replacement for, the right skills and experience. In a world where technical skills are teachable, emotional intelligence remains a key trait that sets great employees and leaders apart.
Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.
Further reading:5 tips on how to stand out as a job applicant and What applicants need to know about applicant tracking systems.
References
Bradberry, T. and Greaves, J. (2009) Emotional intelligence 2.0. San Diego: TalentSmart.
Coronado-Maldonado, I. and Benítez-Márquez, M.-D. (2023) ‘Emotional intelligence, leadership, and work teams: a hybrid literature review’, Heliyon, 9(10), e20356. doi:10.1016/j.heliyon.2023.e20356.
Goleman, D. (1995) Emotional intelligence: why it can matter more than IQ. New York: Bantam Books.
O’Boyle, E.H., Humphrey, R.H., Pollack, J.M., Hawver, T.H. and Story, P.A. (2011) ‘The relation between emotional intelligence and job performance: a meta-analysis’, Journal of Organizational Behavior, 32(5), pp. 788–818. doi:10.1002/job.714.
