Recruitment & Talent Acquisition

No hiring process is perfect, and hiring mistakes will inevitably happen. However, the key to long-term hiring success is learning from these mistakes and continuously refining your standardised hiring process. By identifying the reasons behind bad hires, making data-driven improvements, and proactively strengthening your hiring process, you can increase your chances of finding the right candidates—every time.

Hiring decisions are some of the most important decisions any organisation or business makes. It is costly to get it wrong. . Ironically however, while the Australian economy has seen amazing innovations and productivity growth over the last 50 years there has been limited innovation in hiring methods.

Despite their popularity, the MBTI & DISC assessments have significant shortcomings and should never be used to make recruitment decisions. Personality tests are valuable tools to help find the best talent in your applicant pool, and using the appropriate test that produces meaningful, predictive results in the hiring process is the key to getting the most out of testing. For recruitment, I would recommend using the Employee Personality Profile from Criteria. An excellent profile with good reliability, validity and job prediction utility.

Not every company can hire like Google, but every company can improve its hiring process. By using psychometric testing, structured interviews, and predictive hiring techniques, you can reduce costly hiring mistakes and secure better talent.

The CLPT is ideal for assessing candidate’s suitability for call centre and customer service roles, as well as any role that requires a high level of verbal interaction with clients. By assessing a candidate’s English proficiency, employers gain surety in a candidate’s grasp of English and can easily identify candidates with a satisfactory language level for a given job.

Online psychometric testing for recruitment is very effective when done correctly. We talk to the candidates in a structured and purposeful way to ensure the process is done fairly, properly and yields reliable data.

An excellent battery of tests to compliment your interview. This battery of tests measures general intelligence, emotional intelligence and personality. There are up to 254 questions the candidate will answer over 45 minutes. You will never come close to asking that many questions in an interview.

The WSP can help organisations reduce the occurrence of workplace incidents and is primarily used for roles where safety behaviour is an important factor.