Selecting the “best” emotional intelligence (EI) test for employees depends on several factors, including the objectives of the assessment, the specific competencies you wish to measure, the test’s validity and reliability, and how the results will be used (e.g., for development, selection, or team building).

Here are a few well-regarded emotional intelligence tests that are commonly used in organizational settings…

1. Emotional Quotient Inventory (EQ-i 2.0):
   • Developed by Reuven Bar-On, the EQ-i 2.0 is one of the first scientifically validated and most widely used EI assessments. It measures various aspects of emotional and social functioning, providing insights into areas such as self-perception, self-expression, interpersonal relationships, decision-making, and stress management.
2. Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT):
   • Based on the model proposed by John Mayer, Peter Salovey, and David Caruso, the MSCEIT assesses the ability model of emotional intelligence. It’s designed to measure one’s ability to perceive, use, understand, and manage emotions through a series of tasks and emotional challenges. This test focuses on EI as a set of cognitive abilities.
3. Genos Emotional Intelligence Inventory:
   • The Genos model emphasizes EI in the workplace and is focused on the impact of emotional intelligence on workplace behavior. It assesses behaviors that contribute to workplace performance, such as leadership, teamwork, and customer service, making it particularly useful for organizational applications.
4. TalentSmart Emotional Intelligence Appraisal:
   • This test measures emotional intelligence based on the model by Travis Bradberry and Jean Greaves, focusing on personal and social competence. It’s designed to be practical and straightforward, providing strategies for increasing EI in the workplace.
5. Daniel Goleman’s Emotional and Social Competence Inventory (ESCI):
   • Developed by Daniel Goleman and Richard Boyatzis, the ESCI is based on Goleman’s EI model, which includes self-awareness, self-management, social awareness, and relationship management. It’s a 360-degree tool, meaning feedback is gathered from an individual and their peers, managers, and direct reports, providing a comprehensive view of their EI in the context of their work relationships.

When choosing an EI test, consider the following…

• Purpose – Define what you want to achieve with the EI assessment (e.g., personal development, team building, leadership development).
• Validity and Reliability – Ensure the test is scientifically validated and reliable over time.
• Feedback and Development – Look for tests that provide actionable feedback and development suggestions, not just scores.
• Administration and Interpretation – Consider how the test will be administered (online, paper-based) and who will interpret the results. Some tests require certification to administer and interpret.

The results of EI assessments should be used constructively, focusing on development and improvement, rather than as a sole criterion for employment decisions. Proper feedback and follow-up are crucial to help individuals understand their results and develop their emotional intelligence effectively.