Utilising Safety Tools to Strengthen Recruitment Processes

Summary/overview 

A leading mining services organisation operating in a Fly-In-Fly-Out (FIFO) environment was facing significant workforce challenges, particularly around high staff turnover for remote drilling roles. Recognising the unique demands of FIFO roles, the organisation sought a more rigorous and targeted approach to recruitment to improve talent retention and cultural, and importantly, environment fit. By partnering with us and implementing the Individual Safety Attributes Test (ISAT) and FIFO Fit (FFI) tools, the organisation has successfully enhanced the alignment between candidate capabilities and the realities of FIFO work, resulting in improved retention and team stability. 

Situation & Challenges 

The FIFO work model presents a unique lifestyle that is not suited to everyone. The physical, emotional, and social demands of working in remote environments for extended periods had contributed to high levels of employee turnover. The organisation had observed that many new hires, although technically skilled, were not well-prepared for the realities of FIFO life, leading to early exits and disruptions to team dynamics and productivity. 

To address this, the organisation recognised the need to refine their recruitment process by introducing a more robust screening approach that could better predict a candidate’s suitability for FIFO work, both from a safety perspective and a lifestyle alignment standpoint. 

Our Solution 

To support the organisation’s goal of attracting and retaining more suitable candidates, we introduced two psychometric tools into their recruitment process: 

• Individual Safety Attributes Test (ISAT): A validated and reliable diagnostic that measures key safety-related behaviours and attitudes, helping identify candidates likely to engage in safe and compliant practices. 

• FIFO Fit: A personality-based assessment designed to evaluate traits and preferences that align with the demands and lifestyle of FIFO work. This tool identifies individuals with the personal attributes necessary to thrive in remote and structured environments. 

These tools were integrated into the organisation’s early recruitment stages to support more informed hiring decisions and reduce the likelihood of misalignment. 

Result 

This organisation has been using the ISAT and FIFO Fit tools as part of their selection process for over 3 years. Since implementing the toolst, the organisation has reported a marked improvement in cultural and context fit across new hires. Recruiters and hiring managers now have access to deeper behavioural insights, enabling more confident and predictive hiring decisions. As a result, turnover has decreased, team cohesion has improved, and the business has greater confidence in its workforce planning. 

The success of this initiative has reinforced the value of evidence-based selection practices and highlighted the importance of aligning individual attributes with the specific challenges and conditions of FIFO roles.