Leveraging the Power of EQ for Effective Employee Hiring Planning and Management


Since the inception of IQ and 360 degree-based evaluation systems, EQ has lost its flavor or power to USE and to be leveraged as a balanced recipe for a perfect hiring and upscaling processes. This is not because of the availability of the systems that can be used for evaluations but mostly the lack of knowledge and impact that EQ can bring in when used at full throttle

Emotional Intelligence
EQ holds a big puzzle across the hiring process and a very predominant one. When organization and even institutions lay a more focused emphasis on EQ for hiring and onboarding, it by default scales up time and effort for these evaluation processes, but in a long run, it proves to be a better and more efficient method which ensure that the best of the breed is being onboarded and the effect lasts for long impacting overall ROI.

While ironically this type of information as a knowledge is available and known earlier, the implementation and power to enforce this KPI is missed. Focus is still laid on the traditional IQ and legacy processes which impede the end result. It is only realized when the bubble reaches the surface and the one who has been hired or onboarded results out to be the “wrong hire”. The damage is already done and to revert back is twice an effort and cost.

When we talk about inducing EQ as part of the overall hiring process, we are actually reducing a lot of performance-based toxins, absorption within that culture and inclusivity that is expected out of that candidate or a student that is supposed to be onboarded for that particular role or level of education. 

Artificial Intelligence
Today, almost every organization and institution is following the same process, old lethargic model, age old concept and still having so much of information, asking the same set of questions. Some we know are so simple and common and could be masked using a lot of references and not to say, Mr. Google handles it well:-

·         Tell us about your leadership skills.
·         When was the occasion you consider yourself as a great team player?
·         What are your strengths and weaknesses?
·         And lot more in similar lines.

Good Enough. We have lot of space to work on these questions and answer them well. If there is a great mock up and a balanced convincing process adhered to, the battle is won.
We are not saying that these questions are not valid, we are conveying that these questions don’t lay any subsistence to assess any individual on the areas he/she should be so he could be considered as a best fit for that role or institute he/she is applying for.

With Ilumenow, we intent to transport this change and deliver a unique level of assessment, power to adapt and adherence to a particular culture as a BEST FIT while at the same time leveraging it all with the actual power of data and science used since decades of research and analysis.

Come and join us and see how we can make a change to the entire ecosystem of efficient hiring and upscaling solutions which will help organizations and institutions to gain a lot of time, effort and money to bring the best and make that ecosystem a wonderful place of SELF PERFORMING individuals.
Location: Watkinsville, GA, USA

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