Lately several of my executive clients have asked me if they should include the phrase “emotional intelligence” in their resumes to demonstrate self awareness, strong social skills, and the ability to motivate others. I can understand the temptation of playing the EQ card and I’ve noticed that this phrase has become somewhat commonplace on executive-level performance reviews as a way to acknowledge leadership, but I strongly advise not including this phrase on a resume because it falls into the category of personal attributes that are grossly overused on resumes.
If you are an executive, having a strong EQ is assumed. And I doubt that any recruiters or hiring managers search for executive candidates using the search term EQ. Obviously, proof of a very strong EQ can be a desirable skill for the job, but just saying you possess one doesn’t make it so. Rather than focusing on a stale descriptor of your ability to lead and develop others, try showing the initiatives you undertook to build strong teams. Describe a situation where team morale was low and you turned it around or a time you won back business from an account that had been lost. Write about the number of people who have been promoted under your leadership or your ability to retain employees versus the national average for your industry. Discuss your ability to influence key stakeholders and create group consensus. Your actions, not descriptors of personal attributes are what helps build a hiring manager’s confidence in your candidacy.
