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Eutechnyx's Search An
EI report consists of a comprehensive written report and a summary
chart that is particularly valuable in evaluating a programmer or
artist's overall Emotional Intelligence. To get a better understanding
of how these are used, let's look at the accompanying charts.
Figure 1 is a fictitious EI report for a young man whose Emotional Intelligence quotient would be classified as generally low. Notice that there is no defined pattern. The scores are scattered across the board. He would be very unlikely to get a job at Eutechnyx because the personal qualities we seek in a game developer are scored at a very low level. The person is not sure of himself (low self-awareness) and very sensitive (low emotional resilience), resulting in particularly low influencing skills. The test shows that his interpersonal sensitivity is very high, meaning he would treat others with more respect than they would necessarily expect to receive. Therefore, he would have great difficulty in expressing his point of view and find it almost impossible to influence others. These are not desirable traits in a game development environment that relies heavily on a spirited exchange of creative ideas.
Figure 2 is the chart of a fictitious female applicant and it shows an entirely different problem. You can see that it has no easily definable pattern. The table features a combination of high and low scores, a configuration that would set off alarm bells at Eutechnyx. It is not clear from this report alone whether or not the applicant would be right for a job. We can see that she has high self-awareness and emotional resilience but low interpersonal sensitivity. In a nutshell, the test results indicate that she cares about herself but has very little concern for anyone else. This raises the question: Would she fit in with her fellow game developers? In a meeting, such a person might attempt to shout down her colleagues and dominate the discussion. In a business where the free exchange of ideas is paramount, this is not a healthy characteristic. Additionally, her scores for motivation and conscientiousness are not especially strong. However, her high influence score suggests that she might be a good supervisor--or, on the downside, the sort of employee who might persuade others to do her work. But
with an overall EI score of 6, she is in the 60th percentile of
managers. Armed with this information and insight into her personality,
it would be worthwhile to have her in for a second interview to
determine if she is right for the job opening and the company in
general.
Figure 3 is the actual EI report of an applicant named Andreas Firnigl who was eventually hired by Eutechnyx. It appears here with his consent. What differentiates his report from the two previous is that the scores form an easily discernable pattern, grouped together at a slight gradient. Although there are two high scores, there are no contrasting very low scores. Andreas scored well in self-belief and emotional resilience and surprisingly high in interpersonal sensitivity. This indicates that he is assertive but respects the feelings of others. His scores for influence and motivation were reasonably high, showing that he is capable of using initiative. However, his low score in conscientiousness was an issue that was explored---to our satisfaction---during his second personal interview. All in all, his was a very good profile and one particularly appropriate for the Quality Assurance department where Andreas is now employed. As the key tasks of a member of the QA team are finding and evaluating bugs, the value of these attributes becomes clear: Andreas has good influential skills but is also sensitive to the needs of others and can report bugs in a considerate manner that does not antagonize his fellow development team members. QA is an area where his potential can be encouraged as it often leads to further opportunities within a game development organization, most notably as a producer. Thanks to a successful evaluation and follow-up interview, he is enjoying his job and has been successful. EIT and the Second Interview With the aid of EI reports (which are always shown to the candidates), the second interview presents an opportunity to further explore and resolve possible issues raised by the test scores. At Eutechnyx we never reject applicants based solely on EI reports. But if the EI report confirms doubts raised during the first interview, it is money well spent that avoids wasting everyone's time on a second one. When candidates are called back, they are given the opportunity to offer their own assessment of their Emotional Intelligence scores. This helps the interviewer make a final evaluation. Bear in mind that no candidate is perfect. But the EI tests cast a strong light on the applicant's strengths and weaknesses and add an important dimension to the evaluation process. Conclusion It's vital that you don't miss the applicants who are really passionate about games but have less than stellar qualifications. They are the ones who in spite of lacking a diploma or technical fluency can translate their passion into an ability to create great games. Particularly valuable are the ones who can deconstruct games in their mind and analyze the reasons why one game is good and another is not. These people are like gold and finding them is one of the main objectives of our EIT program. By
using EI tests, Eutechnyx has actually lengthened the recruitment
process. But in line with the findings of most other organizations
that use them (including the United States Air Force), the tests
have been of great assistance in identifying smart, loyal hardworking
and talented people. The use of EI testing enables game developers
to recruit the high-caliber individuals that their organizations
want and need.
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