Published online in Wiley Online Library (wileyonlinelibrary.com) • DOI: 10.1002/jpoc.20035 19 Avoiding Bad Hires: Using Emotional Intelligence as a Selection Tool

How to avoid bad hiring decisions persists as a human resource challenge. The use of a role-customized interview panel designed to probe the subjective factor of behavior fi t of managerial-level job candidates is a potential tool for addressing this challenge. This panel model is based on the integration of competency-based interviewing, behavior event interviewing, and the four dimensions of emotional intelligence. Details of the panel process, as piloted in fi ve organizations, are presented, along with positive indications and cautions regarding the potential utility of such a hiring tool. Preliminary outcome fi ndings collected between 2004 and 2006 suggest this may be a useful recruitment tool. Future areas for research are also identifi ed. Most hiring managers know how to assess a candidate’s technical quali-fi cations and relevant work experi-ence. However, successful recruitment, especially at the director level and above, also requires the scrutiny of how people work, manage, and lead. Th is subjective behavior dimension is much more diffi cult to assess with certainty, and it is often the major factor in a poor hiring decision. Some suggest that more interviews are the answer. Others