Personnel Selection
Personnel Selection
The application of psychometric assessments offers a valuable means of discerning and integrating well-suited job candidates, a practice unfortunately underutilised in contemporary recruitment methodologies (Kirk et al., 2023). Regrettably, many employers continue to rely on instinctual judgments, resulting in subjective and inherently biased selection processes (Fink, 2011). Such practices increase the likelihood of recruiting unsuitable candidates, thereby risking premature turnover or termination. This not only represents a loss of both financial and temporal resources already invested in identifying the most qualified candidate, but also undermines the stability and productivity of the workplace environment. Early departures from a position may stem from various factors, including mental health considerations, but frequently relate to the alignment—or lack thereof—between the individual and the prevailing workplace culture. A recent survey of 68 Australian organisations identified “culture fit” as the paramount consideration in candidate selection, ranking above both work experience and technical proficiency (Kirk et al., 2023). Despite the acknowledged importance of cultural alignment, only 18% of surveyed organisations reported administering psychometric evaluations examining candidates’ personalities, values, and interests.
Santosha Psychology offers psychometric assessments for employers seeking guidance on candidate suitability. The assessment and corresponding report provide an overview of candidates’ mental health and personality profile. The overarching goal is to:
By integrating psychometric assessments into the recruitment process, employers can increase the reliability and validity of their decision-making and add a level of objectivity to subjective “gut-feelings”. Such psychometric assessments are exclusive to those who have completed advanced training in administration, scoring, and interpretation of psychological tests.
Recruiters across various professional domains may find advantages of psychometric testing. This includes but is not limited to first-line responders such as paramedics, firefighters, and police officers, as well as personnel from the Australian Defence Force including the Army and Navy. Additionally, professions characterised by high stress or an elevated risk of burnout, such as those in healthcare workers, teachers and academics, lawyers, accountants and finance.
Personnel Selection Process with Santosha Psychology
Step 1: Request Initiation
Initiate your request for a
psychometric personnel selection report by emailing
[email protected].
Please include the following
details:
• Organisation Name and Contact
Details
• General Referral Question:
Clearly outline your inquiry, such as characteristics related to assertiveness
or preferences for quiet achievers.
• Organisation Type: Specify the
nature of your organisation, whether professional services, manual labor,
personnel promotion, or high-security roles.
• Number of Candidates: Indicate
the number of candidates requiring a mental health and personality psychometric
report.
Step 2: Quotation and
Assessment Setup
Santosha Psychology will promptly
respond with a quotation and schedule assessment times tailored to your
organisation’s preferences. These assessments can be conveniently conducted
on-site at your organisation.
Step 3: Candidate Assessment
During the assessment phase
Our qualified psychologist will
engage individually with each candidate to:
• Provide an overview of the
psychometric test’s nature and purpose.
• Candidates will be informed
that the assessment results will be compiled into a 2-3 page report accessible
to both the employer and employee.
• The report will delineate the
candidate’s mental health status, personality profile, and any pertinent
recommendations for worker mental wellbeing.
• Candidates will be assured that
the psychometric assessment is one component of the holistic recruitment
process, which will include the interviews, CV reviews, reference checks etc.
• Honesty and candour in
responses are encouraged to ensure accuracy and relevance.
• The assessment prioritises
candidate well-being and aims to foster a positive experience throughout.
• Brandon will address any
questions or concerns candidates may have and facilitate the signing of a
consent form.
• This entire process typically
spans around 30 minutes. Subsequently, candidates will complete the
psychometric questionnaire, requiring approximately 45 minutes to 1 hour.
Step 4: Report Provision
Santosha Psychology will score
and finalise a succinct report detailing the candidate’s mental health and
personality functioning. The report will include:
• Capacity to manage stress and
resilience-related attributes, mitigating risks of burnout.
• General mental health and
personality assessment.
• Prosocial work behaviours
• Potential impact of substance
use on job performance.
• Interpersonal dynamics
including warmth, dominance, and likely receptiveness to feedback.
• Recommendations tailored to
enhance personal well-being within the team environment, ensuring equitable
allowances for mental health considerations.
• Identification of
aggression/violence potential to others and self
The report is intended for review
by both the potential employee and the employer, facilitating open discussion
and clarification with Santosha Psychology as needed.
Step 5: Hiring Decision
Ultimately, the organisation
retains discretion in the hiring decision. It’s important to note that while
Santosha Psychology provides consultation to enhance candidate well-being and
organisational fit, the ultimate hiring decision rests with the employer. Our
service is designed to complement existing recruitment strategies and mitigate
early termination risks.
Psychometric questionnaires,
while robust, should be integrated with other data sources to inform effective
hiring decisions. Candidates may be susceptible to responding in a socially
favourable way which may render results invalid. The psychometric test is
sensitive to candidates responding in such a manner.
Results should further be
interpreted with caution for culturally and linguistically diverse candidates.
