EQ vs IQ. Two kinds of intelligence

A polished CV. A bachelor’s degree. A few internships, courses and skills. For our generation, these have almost become the standard starting point for entering the job market. But when everyone arrives with a strong CV, what actually makes one candidate stand out?

Because a degree can show what you studied, and a CV can show what you have done but neither can show how you handle pressure, communicate with difficult people, respond to criticism or deal with an angry client.

That is where emotional intelligence starts to matter. In today’s workplace, being qualified may get you through the door. But knowing how to work with people, manage your emotions and adapt to difficult situations may determine how far you go.

The world economic forum’s future of jobs report 2025

The World Economic Forum’s Future of Jobs Report 2025 shows that the workplace is increasingly looking beyond traditional cognitive abilities. While analytical thinking remains the top core skill, with seven in 10 employers considering it essential, skills closely associated with emotional intelligence are also prominent: 67% of employers identify resilience, flexibility and agility as core skills, 61% cite leadership and social influence, and 52% highlight motivation and self-awareness.

Empathy and active listening also rank among the top 10, identified by 50% of employers. The report further finds that 39% of workers’ core skills are expected to change by 2030, making adaptability and continuous learning increasingly important.

The interview starts before the questions

According to Lea Sakr, an HR professional with experience in recruitment, emotional intelligence can become particularly important depending on the position. “Communication is important in everything,” she explains, noting that even employees who do not deal directly with clients still need to communicate effectively with colleagues.

For recruiters, a CV is only the beginning. Sakr says interviews allow HR professionals to “dig deeper” into what candidates actually know rather than simply accepting everything written on paper.

Technical questions can reveal whether a candidate genuinely understands the skills they claim to have. But personality matters too. Confidence, body language, communication and the ability to remain composed can influence how a candidate is perceived. Even presentation plays a role. Sakr recalls how employees were expected to look particularly polished when meeting clients because, in her words, they are representing the company.

And sometimes, the difference between candidates becomes clearer when they are sitting across the table. Sakr says she has seen candidates appear confident and convincing over the phone, only to behave very differently during an in-person interview. Body language, reactions and the ability to answer questions without constantly relying on a CV can reveal another side of a candidate.

What happens when the boss is angry?

This is where EQ enters the room.

A technically brilliant employee can still struggle if they cannot manage their emotions under pressure. Sakr describes situations where a boss or client may be angry, rude or simply having a bad day. The challenge, she says, is learning not to take everything personally.

In a workplace, getting angry because someone else is angry rarely solves anything. Emotional intelligence means being able to recognize your own reaction, control it and understand the person standing in front of you.

For Sakr, this ability develops through experience. A person may become calmer and more self-aware as they face different situations throughout their career. That does not mean tolerating unacceptable behaviour. Rather, it means knowing how to respond without allowing one difficult interaction to control the rest of your day.

So, EQ beats IQ?

Not exactly.

The WEF data does not suggest that emotional intelligence has replaced analytical thinking. In fact, analytical thinking remains the most sought-after core skill, while technological skills such as AI and big data are expected to grow rapidly.

Sakr's view is similarly nuanced: it depends on the job.

For a sales position, she would favor a candidate with stronger emotional intelligence because communication, patience and persuasion are central to the role. For an IT position, technical ability may matter more because technical expertise is at the heart of the job. But if a candidate can bring both? Even better.

The person behind the CV

That may be the real lesson of the modern workplace. It is no longer simply about choosing between the person who can solve the problem and the person who can talk to people. Companies increasingly need the person who can solve the problem, explain it clearly, handle the pressure and work with everyone else while doing it.

The qualifications may get a candidate shortlisted. The technical skills may help them perform the job. But careers are rarely built on tasks and qualifications alone. They are built through conversations, disagreements, unexpected problems, difficult clients, changing teams and moments when there is no perfect answer in the textbook.

Perhaps, then, the real question is not IQ or EQ? but what a workplace needs from a person once the CV is no longer doing the talking.