Emotional Intelligence
noun.
Measure self-awareness, empathy and regulation when it matters most.
e.g. “How would you handle that?”
First, understand how you handle yourself.
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How would you handle that?
Knowing what you feel is one thing.
Knowing what to do with it is another.
Response
Scoring three emotional intelligence rings
Ring scores
David RodriguezEmotional Intelligence / David Rodriguez
Search candidatesASThree-ring profile
Self-Awareness → Empathy → RegulationBehavioral moment from the response
“I noticed the tension, said it out loud, and asked for a pause before we made the call.”
What actually happens
Situational judgment items that measure how someone reads emotion.
- 1
Situations, not self-flattery
Instead of asking if they are empathetic, the test shows a workplace moment and asks what they would actually do next.
EQ Assessment / Scenario 4 of 16
Scenario
A teammate snaps at you in a client call, then apologizes over chat an hour later.
MWMegan Whitfield
Accept it, then ask in person what was going on before the call.
Scenario
She says she is fine and changes the subject. Next move?
MWMegan Whitfield
Leave it, and flag the client-facing part separately so it does not repeat.
Response compared against expert consensus panel
- 2
Four EQ branches get scored
Perceiving, using, understanding and managing emotion are rated separately, so a warm communicator with poor self-regulation is visible.
EQ / Branch scores Megan WhitfieldPerceiving emotion86Using emotion74Understanding emotion81Managing emotion63Consensus agreement 0.87 across the expert panel.
- 3
Coaching that names the moment
The report quotes the responses that lowered a branch score and gives the manager one thing to work on first.
Reports / EQ Megan WhitfieldOverall EQ
76 / 100
Self-awareness82Self-regulation63Social awareness86Relationship management78Development focus: pausing before responding when a decision is challenged publicly.
What you get out of it
Measure the composure customer-facing roles depend on.
- ~30%less first-year attrition
Self-regulation and empathy predict who lasts in high-pressure, people-heavy roles.
- 5 domainsscored
Self-awareness, regulation, motivation, empathy and social skill each get their own read.
- Coachableoutput
Every low domain comes with a development note, so the report survives the hire.
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Before you ask.
Self-awareness, self-regulation, empathy, social skill and motivation, each with situational items rather than self-rating alone.
Managers, client-facing teams and anyone whose job is largely handling other people under pressure.
Yes. Each dimension comes with practical development actions, and a retake after six months shows movement.
Yes. Items are built with I/O psychologists, checked for reliability (Cronbach's alpha above 0.80 on core scales), and reviewed for adverse impact. Norms are refreshed against a working-population sample.
Yes. Employee, manager and department data syncs from Workday, BambooHR, SAP SuccessFactors, HiBob or a CSV feed, so hierarchy and access stay current without manual upkeep.
Data stays inside your account and is never used to train models outside it. Xobin is SOC 2 Type II and ISO 27001 certified, with GDPR-aligned data processing and configurable retention.
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