We seem to have a quandary: people are saying, "Yes, we need to understand emotional intelligence, BUT we cannot measure it." So in one person's opinion, someone has high emotional intelligence, whereas another will perceive that person as a jerk. How do you reconcile differing opinions of a candidate's emotional intelligence other than saying, "I don't like him, and you shouldn't either?"That would seem to open the door to tons of discrimination -- the key is whether the discrimination is based on a protected status. A candidate may have to prove that an "incompatible" personality is due to a documented, medically recognized disability AND that s/he can do the job with proper accommodation of that personality. Most organizations won't accommodate, however, and will write off the candidate as a "poor organizational fit" -- the catch-all death knell for otherwise qualified applicants.