Blog

  • Benefits of Using Assessment Centres to Hire Graduates

    It can be quite challenging for an organisation to identify the most suitable candidate for a graduate role. With an inherent lack of practical experience, an applicant may only be able to demonstrate competency based on presumptions of their own behaviour. It’s also highly likely that most candidates will be unfamiliar with answering interview questions, having only encountered such situations though applications for casual jobs and …

  • What Makes a Good Safety Leader?

    As many organisations in Australia who operate in a safety critical environment know, creating a safe culture is complex, and is much more than having well-established safety systems in place. A key factor in organisations having a strong safety culture are the people and behaviours that support the safety systems. Research shows that up to 90% of injuries, accidents and near misses in the workplace are …

  • Future-proofing your Leaders Content provided by Emma Spada, provisional psychologist. Our world is constantly changing and changing faster and more often than it has ever before. Our recent research (Leadership 2025: A local perspective) identified the drivers of change likely to impact Australian leaders and their organisations and determined the leadership skills required for organisations to thrive, versus just survive, today and into the future. So, …

  •   With the advent of the internet and rapid advances in technology, the traditional workflow in organisations are changing. This, combined with the constant fluctuation of market conditions worldwide, leaves no doubt that the working environment for job seekers is changing too. In years gone by it was not uncommon for workers to be with the one company for their whole working life. It then became …

  • Talkative + Friendly = Success

      Are Assessment Centres fair to all? Over the years of facilitating Assessment Centres for all different types of job roles, we have seen a trend where the most talkative, interactive and engaging candidates score higher than those who are quieter or contribute less in the quantity of what they say. This hit home for our team even more so recently, when a family member of …

  • Beyond the Lunch Table

    Strategies for transitioning from full-time work to retirement More often than not when we talk about retirement the conversation quickly turns to finances. “How much do I need to retire?” or “Have I got enough in my Super fund?” There’s a wealth of information and a host of opinions on when and how to retire with financial security. However what most people fail to consider is …

  • Assessment Centres Designed Specifically for Diversity

    The importance of a diverse workforce continues to be a key driver for all Employers. Whilst ensuring inclusion, diversity of thought, creativity and strong decision-making is at the forefront of their minds at all times. But are we doing all we can to meet our Diversity goals? Are we giving all people the best chance of success? People Solutions has invested heavily in the best practice …

  • Part Two of our Return on Investment (ROI) of psychometric testing series provided you with a formula you can use to work out whether the use of psychometric testing would be beneficial for your organisation. Part Three provides a practical work up of calculating the ROI of psychometric testing. In this example, the organisation is evaluating the success of their recruitment process with and without the …

  • Part One of this series outlined the broad value adds of psychometric testing for recruitment, but how do you know if it is right for you? The driving force behind most organisational practices are of course, Return on Investment (ROI). So, making the change to using psychometric testing can be a scary endeavour when your organisation is not using it already. It requires time, money, planning …

  • Part One: ROI of Psychometric Testing: Why use it?

    According to a study by Harvard University, approximately 80% of employee turnover can be attributed to mistakes made during the hiring process[1]. Contrary to popular belief, factors such as education, experience and job knowledge are not the most likely predictors of successful candidates[2]. As shown in the diagram below, psychometric tests such as personality and ability tests are the most effective way to predict candidate performance …

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