According to the Psychological Health and Safety in the Workplace report released by Safe Work Australia, 2 in 5 Australians have experienced a mental health condition at some point during their lives. Mental health and the impact that it can have not only on the individual but in the workplace can no longer be ignored. During 2021-22 roughly 10’000 serious mental stress claims made were attributed to work related harassment and or bullying, workplace pressure or exposure to workplace or occupational violence. Data also reveals a 36.9% increase in serious workers’ compensation claims related to mental health conditions since 2018. There has never been a more important time to re-evaluate how you support the psychological wellbeing of your current employees and those you plan to hire in the future. Psychological Pre-Employment tests, or also known as Psychometric Pre-Employment Health Assessments, offer employers a proactive way to identify potential mental health risks, ensure role suitability and support better hiring decisions.
What is a Psychological Pre-Employment Assessment?
Psychological Pre-Employment Health Assessments are an objective strategy to assess the psychological suitability of a candidate for a job. They are a standard and specific method to use measure individuals’ mental capabilities and behavioural style that are likely to influence performance at work. Psychometric tests are designed to measures a candidate’s suitability for a role based on the required personality characteristics, aptitude and cognitive abilities.
What is involved in a Psychological Pre-Employment Assessment?
Our Psychometric Testing process comprises of four components:
- Referral Intake.
- Online Psychometric Testing.
- Online Clinical Interview (teleconference).
- Report Submission.
What is tested during a Psychological Pre-Employment Assessment?
Each candidate will be sent online links for a range of psychometric assessments. They psychometric tests selected typically include either 2-3 test from our below assessment portfolio (purpose of testing and role dependant).
These tests include:
- Coping Strategies (CSA).
- Multidimensional Emotional Intelligence (EI) Assessment (MEIA-R).
- Executive Functioning (BRIEF-A).
- Personality Profile (NEO FFI-3).
- Tests of Abstract Reasoning (TAR).
- PTSD Trauma Screening (PCL-5).
Why employers are choosing Psychological Pre-Employment Assessments
The key advantages of psychometric tests are:
- Constructed and validated by appropriately qualified assessors.
- Results provide a highly reliable and accurate reflection of likely candidate behaviour in specific situations.
- Strengthen and add to recruitment process and decisions.
- Reduce the cost of replacing a non-suitable hire.
- Increased productivity.
- Improved engagement and wellbeing.
- Reduced risk of compensable injury.
- Reduction in psychosocial injuries, claims and insurance costs.
- Align the capacity of the employee with the role.
Want to find out more?
Our services are available nationwide. Our consultants love to have a chat, so go ahead and give us a call on 1300 OHS RTW (647 789) or email enquiries@rrp.com.au
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Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at https://www.safeworkaustralia.gov.au/