• A deeper understanding of the candidate

    Psychological assessments help identify behavioral personality traits such as stress tolerance, collaboration, and leadership skills. This information can be crucial in assessing how well a candidate fits a particular role and company culture.

  • Predictability of job performance

    Psychological tests can predict how well a candidate will perform in their job duties. For example, cognitive tests can measure problem-solving and learning abilities, which are important in many tasks.

  • Risk identification

    Psychological assessments can reveal potential risks, such as a tendency to impulsive behavior or difficulties in conflict management. This helps to make more informed decisions and reduce the risks associated with recruitment

  • Improved job satisfaction and engagement

    When employees are carefully selected through psychological assessments, they are more likely to feel a fit for their role and the company. This can lead to better job satisfaction and engagement.

Conducting a psychological risk assessment

A person's suitability is a sum of various factors. It encompasses more than just their history and background. By assessing psychological factors such as personality and cognitive traits, we can gain an accurate picture of an individual's ability to perform different tasks safely, supporting and enhancing the organization's operations, results, and safety.

Psychological personal risk assessments are a valuable tool in the recruitment process, providing insights that can lead to better hiring decisions and improved workplace safety. By understanding the psychological profile of candidates, organizations can foster a more effective and harmonious work environment.

An evaluation conducted by a forensic psychologist, combined with background checks and comprehensive risk-assessment interviews, provides the best possible overall view of a candidate's suitability and any potential background and behavioral risk factors.

In summary, both the background check process and broader personnel risk assessment are critical parts of hiring. They not only protect the organization but also ensure that candidates are evaluated fairly and comprehensively. By following a structured process, employers can make informed decisions that promote more effective and responsible hiring practices.

Steps of the risk assessment

Application and advance information

The process begins with the recruiting party providing advance information forms to the candidate. This step is crucial as it allows the candidate to understand the nature of the assessment and the specific requirements related to the position they are applying for. The preliminary information form must be filled out accurately to ensure that the assessment is tailored to the individual's circumstances.

Defining criterias

Following the submission of application and preliminary information, a definitions of criterias is conducted in collaboration with the recruiting party. This assessment aims to evaluate the required skills and personalitites to ve evaluated in relation to the job requirements. It is essential that this step is completed prior to any psychological testing to ensure that the assessment is comprehensive and relevant.

Psychological tests

The psychological assessment typically includes standardized psychological tests and an interview with the candidate. These tests are designed to measure various psychological constructs, such as personality traits, cognitive abilities, and emotional stability. Research indicates that structured psychological assessments can predict job performance and interpersonal dynamics with an accuracy rate of up to 70% in certain contexts.

Interview

In addition to the psychological test, a licensed psychologist conducts a structured interview with the candidate. The interview, combined with the tests, provides a comprehensive view of the individual's suitability for the role and offers concrete information to support the recruiter's decision-making process.

Recommendations

Our psychologist always provides a clear recommendation on the individual's psychological suitability for the role, supporting the recruiter's decision-making process. Additionally, based on our assessment, we offer insights into the candidate's onboarding and future guidance.

Summary

Each candidate and client receives a comprehensive written summary of the psychological assessment results, ensuring consistency and thoroughness in the information provided.

Feedback discussion

Engaging in a feedback discussion with a recruiter regarding the results of a psychological test is the final step of the risk assessment process. This dialogue serves multiple purposes, including clarifying the implications of the test results, addressing any concerns, and ensuring alignment between the candidate's profile and the organizational fit.