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Promotional Assessments


The SAFESELECT Psychometric Testing System is suitable for the assessment of promotional candidates.  For each assignment we can recommend a group of tests that are suitable.  In most cases we recommend that no one is ruled out based on test data alone.

A carefully designed structured job-relevant interview is the next step in this type of selection exercise.  We have developed numerous promotional interview guides for different professions and different roles as objectively as possible, allowing panels to identify the best applicants.  In every case, this technique is designed to elicit job-relevant data that can be scored as objectively as possible allowing for panels to distinguish the best applicants.  

Our interviews are fair and objective, present each applicant with the same questions, and are entirely defensible in the face of a challenge or appeal.

Our psychometric tests have proven to be a very useful source of data about each person’s potential suitability for promotion.

Test data is entirely objective.  Each person completes the same test under the same circumstances.  The results are not influenced by “gut feel”, past experience, referee reports or “who they know” in the organisation.  The objective measurement of personality dimensions necessary for success after being promoted can only be obtained through the appropriate and safe use of testing.

Long experience has shown that the best promotional decisions are based on integrating all of the available data.  Thus no decisions can or should be made based only on test scores.

We provide specific guidelines for understanding and interpreting test results.  We also provide unlimited telephone support for clients conducting this type of assessment.

News & Blog

Coroner's Court NSW: Inquest into the Fire at Quaker's Hill Nursing Home

11 September 2015

Mr. Roger Dean was hired to work as a nurse on the night shift at this nursing home.  He began employment on September 13, 2011.  He was hired on the basis of one interview and confirmation that he held a nursing certificate. His resume showed that he had worked at a cake shop since 2007.  It was later revealed that the shop was owned by his domestic partner.  (Why a registered nurse would spend four years working in a cake shop was never queried.)  His last experience working in aged care was listed as being in 2001-2002.  In fact, he had been employed in numerous aged care roles before applying to Quakers Hill, and as was later discovered, had difficulty at each of them.

Client Testimonials

  • Jenny Kitchin - Director of Community Services, Anglicare ACT

  • Athena Ermides - General Manager, Berlasco Court Caring Centre

  • Sandy Van Houwelingen - Supervising Fisheries and Marine Officer, Training and Development, Department of Fisheries, West Australia

  • Grant Lupton - CEO and Chief Fire Officer, South Australian Metropolitan Fire Service

  • Ian Lanyon - Director, Secure Services, Department of Human Services