Research indicates that the cost of replacing a bad hire is between 50% and 150% of an employee’s annual salary.


Psychometric assessments are a valid and reliable predictor of how well someone is likely to function in a role and organisation. We aim to address and improve positive safety culture within organisations with a focus on identifying the psychosocial hazards for low risk decision making controls.

 

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Types of Assessments


While there are a wide variety of cognitive ability assessments and the most appropriate form/make-up of testing will be discussed with each organisation prior to commencement, the most common types are:

  1. Verbal – measures a candidates ability to read and understand verbal information. Verbal comprehension assessments are suited to entry level roles whereas verbal reasoning assessments are suited to more complex roles.

  2. Numerical – measures a candidates ability to understand and manipulate numerical information. Also comes in comprehension and reasoning types.

  3. Abstract – These assessments tend to be most closely correlated with intelligence (verbal and numerical assessments are affected by education and exposure to English). Intelligence is a strong predictor of a person’s ability to perform complex work and also how quickly they will proceed through training. Interestingly (at least for a psychologist) intelligence is not a strong predictor of work performance (as smart people can be lazy).

  4. Personality - Personality assessment has been around for a long time. Conscientiousness is a good predictor of whether someone will perform well in a role. Other personality characteristics are also useful to consider (e.g. neuroticism as people prone to anxiety tend not to function well in stressful roles; or agreeableness for customer facing roles). Occupationally focused personality assessments have been devised which can be quite helpful and detailed; they tend to be better received by candidates as they questions are work focused.

  5. Emotional Intelligence - The assessment of emotional intelligence is becoming more common as it taps into a candidate’s ability to understand their own and others’ emotional states and respond accordingly. This is a particularly important ability for those with people management responsibilities.

  6. Safety - A more recent type of assessment. Several types of safety assessments are available and they tend to look at attitudes towards safety, or use a subset of items from a personality assessment (usually related to conscientiousness) to predict safety behaviour. One specific test is available that measures safety judgment (the ability to recognise the most and least effective actions to take in specific situations).

There are a range of other types of assessments available (e.g. Coping Styles, Work Style Preferences, Spatial Reasoning, Attention to Detail, Clerical Skills) but these are less commonly used and thus not detailed here.

 

Types of Reporting


Psychologist Written – Recovery Partners only supply Psychologist written reports, as opposed to computer generated reporting. A Recovery Partners Psychologist reviews the results, the role description/key competencies/organisational values and develops a report that integrates all of this. The benefit is you get one integrated reporting that is tailored to any specific role.

 

Cost


Prices are tailored. Contact us for a quote.

 

Locations


Our consultants are based at locations across Australia. Click here for our locations menu for an up to date list of our offices.

 

Contact Us


We welcome your enquiry. Recovery Partners are able to coordinate for an array of references with respect to our Life Insurance upon your request.

Call us on 1300 OHS RTW (647 789) Monday to Friday for all offices or email us on [email protected]