Streamlining Bulk Hiring with Safety Behaviour Insights

Summary/Overview 

A rapidly expanding mining company needed to undertake bulk recruitment to support growing operations at a mine site. With a high volume of applicants for limited roles, the organisation used an assessment centre to evaluate both job fit and cultural alignment, with a strong emphasis on proactive safety behaviours. Time constraints meant little capacity for in-depth candidate testing. Following consultation with the hiring manager, our safety judgment assessment was selected as the most valuable tool, avoiding duplication with other assessment activities. Recruiters were provided with trial access and accreditation to ensure clear understanding of the assessment, its scoring, and reporting. Five critical safety-related competencies were identified for testing. Within days, 40 candidates completed the assessment, with results clearly presented in an easy-to-reference spreadsheet. The process was delivered within tight timeframes and proved effective in identifying safety behaviours, supporting decision-making, and streamlining future bulk hiring. 

Situation & Challenges 

A mining company faced rapid expansion, both in staff numbers and operational activities, and sought to carry out bulk recruitment to meet their mine site’s demands. With a significant influx of applications for limited positions, the company opted for an assessment centre to evaluate candidates’ suitability for both the roles and the wider organisation. Promoting a culture of safety was deemed a priority, so they wanted to ensure new hires exhibited strong, proactive safety behaviours that surpassed beyond simple compliance. The sheer volume of applicants meant much of the recruitment process was devoted to initial screening, leaving minimal time for candidate testing. 

Our Solution 

After consulting with the hiring manager about job requirements, we recommended two assessment options: personality profiling and/or safety behaviour evaluation. Considering the potential overlap between assessment centre activities and personality assessments, we agreed to proceed solely with the safety behaviour assessment.  

A trial link was provided to the hiring manager and recruiters, allowing them to gain firsthand insight into the assessment. We followed up by conducting an accreditation session with the hiring manager to explain the assessment’s focus, scoring methodology, and how its reports could help refine the selection process. Collaboratively, we identified five critical competencies not covered elsewhere in their recruitment activities, which formed the basis for testing.  

In just a few days, candidates received links to complete the assessment, after which their scores were entered and colour-coded in a spreadsheet for easy reference. This tool became the main data source for the hiring manager during the assessment centre activities, and the safety assessment scoring provided key insights into the candidate’s safety strengths and potential development areas. 

Result 

Our task was to assess 40 candidates within a single week; a goal met despite tight deadlines. The recruiters and hiring manager found the assessment highly effective in identifying safety behaviours and giving candidates a realistic preview of the job. They acknowledged the value of the process for future bulk hiring, highlighting its potential to streamline recruitment within short timeframes.