EQ Test to assess emotional and social skills
EQ test assesses a person's emotional intelligence (EI) and how it can affect relations and workplaces. It aims to identify key improvement areas for personal development and focus on those strengths that one can leverage to the full potential at work.
Ready to Use
Psychometric
All Levels
Moderate
25 minutes
86 Questions
Portuguese (Brasil), Spanish, English India, English Global
Inside This Assessment
Emotional intelligence (EI) is the ability to observe, identify, differentiate between emotions, and use this information to guide thinking and behavior. It is not an innate trait but is considered an acquired capability that one can develop to achieve outstanding performance at the workplace. Mercer| Mettl's emotional intelligence test aims to determine the level of a person's emotional intelligence and if that person can recognize, understand, manage and control emotions and reactions.
SKILL LIBRARY
Intelligence Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Managing Others
Managing Emotions
Managing-Self
Competencies:
Demonstrating an ability to understand the feelings of other people by imagining oneself in their situations.
Demonstrating an ability to resolve interpersonal differences in a timely manner such that it leads to optimal solutions and healthy relationships with others. It also involves ensuring that everyone is treated with respect and sensitivity despite individual differences.
Demonstrating an ability to develop cooperation and teamwork while working in a group while also focusing on team members' professional growth and development.
Demonstrating an ability to effectively convince and negotiate with others to achieve end results.
Demonstrating an ability to build professional networks and partnerships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Demonstrating an ability to maintain positive relationships with others to accomplish common goals and objectives.
Competencies:
Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in an effective manner.
Demonstrating an ability to stay focused and motivated to accomplish goals and display positive feelings like optimism, contentment, and joy, towards one's work.
Competencies:
Demonstrating an ability to adjust and adapt oneself to change and not allow oneself to get bogged down when situations are dynamic and constantly evolving.
Demonstrating an ability to understand one's strengths and areas of development and leveraging them effectively to accomplish one's goals.
Demonstrating an understanding of one's own abilities and having the belief that one possesses the capabilities to succeed and can support others' at work when needed.
Demonstrating a strong will to reach one’s true potential. It also involves the ability to set high standards for self and the team and having the drive to achieve excellence.
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The Mercer | Mettl Advantage
Frequently Asked Questions (FAQs)
1. What if a person takes an assessment in a socially desirable manner or fakes or manipulates the responses?
The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. Will your assessment score candidates who are applying for jobs appropriately?
Yes. Mercer | Mettl has undertaken efforts to include a diverse and representative sample during assessment development. Further, Mercer | Mettl also offers options to optimize assessment content and scoring based on the context provided by our clients. Ask us about our local norms and validation, and we’ll gladly assist you with them.
4. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
5. How do we determine the norm group's proficiency level thresholds?
The normal probability distribution of scores of a particular norm group determines the proficiency levels required.
6. How are norms decided for MPP?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
7. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
