TOPIC

EQ Testing: Application and effectiveness in recruitment process.

INTRODUCTION
1.
Problem identification.
2.
Scope of study being carried out.
LITERARY REVIEW
3.
What is EQ?
a. Definition.
b. History.
c. Other relevant theories.
4.
What are different EQ testing tools, Psychometric tests, MBTI?
5.
Whats the accuracy of EQ / Psychometric tools?
6.
How is it done? Who does it?
7.
How is EQ relevant / linked with organizational productivity?
8.
How can EQ supplement in recruitment process?
9.
Who can benefit and how; organization, HR professionals, consultants,
applicants?
10. What are international / global recruitment practices with EQ?
11. What are local practices / trend / scope?
12. What are limitations of EQ testing in local scenario?
RESEARCH METHODOLOGY
13. How research was carried out?
14. What are local practices / trends / scope?
15. What are limitations of EQ testing in local scenario?
DATA COLLECTED
16. Data collected from HR professionals.
17. Data collected from employees / job seekers.
HYPOTHESES
18. Hypothesis I.
Personality assessment / EQ testing plays a vital role in recruitment process
and are validated in terms of turnover, productivity and organizational
development.
Local HR professionals do not employ EQ testing of any form in recruitment
process.
19. Hypothesis II.
Irrespective of their personality types, employees adapt according to the
organizational culture and make contribution in productivity / growth.
Local HR professionals do carry out personality analysis of applicants, but do
not cover it in the ambit of EQ testing.
DEDUCTIONS

CONCLUSION