Every manager wishes to recruit candidates who are both people fit and job fit for the organization. The selected candidates need to work in a dynamic environment, adapt himself or herself to an organization’s policies, procedures, ethical code of conduct and behavior, this is vitally essential as the selected candidates need to align personal goals with strategic objectives of the management. Modern management theoretical frameworks suggest that if a selected individual has good ability to reason and solve problems it does not always help to increase productivity or meet the goals. There is a requirement to dig deeper to measure the success of the organization. To become successful companies, need to use an important component called Emotional Intelligence in recruitment. It is very important to have this component as the selected candidate needs to interact with people with different kinds of personality, handle conflicting situations, make a fruitful contribution to the team, influence others to get things done etc. If the selected candidates do not have the required abilities it becomes tough for the organization to achieve its productivity and at the same time, they may face difficulty in sustaining in the long run. Inculcating Emotional Intelligence in recruitment practice is a good return on investment concerning the selection and retention of employees. It involves assessing the personality traits and how it suits the organizational culture. This article provides a major emphasis on how HR managers use emotional intelligence in recruitment the important factors that help to assess emotional component in recruitment.

Author Name: Shilpa Santhosh Jayakrishnan, Dr R Reena and Muhamed Muslim Ansari K

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Keywords: IJMTST

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EISSN: 2455-3778

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