Applicant reactions to the use of emotional intelligence scales in the selection procedures of specific occupations

Abstract

Applicant reactions to a selection method can influence applicants' views of the organization, their decisions to join the organization (Macan, Avedon, Paese, & Smith, 1994), and their decisions to pursue legal action (Terpstra, Mohamed, & Kethley, 1999). This study used an experimental design to investigate applicant reactions to ability-based and trait-based emotional intelligence (EI) scales when used as selection methods. A 2 (occupation description) x 5 (testing procedure) design was used. Two hundred and six undergraduate students completed the testing procedures before providing their reactions. Applicant reactions did not differ between the two types of EI scales. The addition of a cognitive ability test to the EI scales did not increase positive reactions. The trait-based EI scale was perceived more favorably when used for an EI-related occupation compared to a non-EI related occupation. Comparisons in reactions to other selection methods are difficult as there is no widely used assessment of applicant reactions.