• selection of staff
• career development of existing staff
• identification of "star performers"

We only use assessment instruments of superior reliability and validity. In general, these instruments are only available for purchase, administration, and scoring by registered psychologists. Our assessments significantly augment, but do not replace, other modes of gaining information about candidates such as interview, work history, resumes, and referees. However, as is well-known, interview and references (for example) can be very unreliable and they can lead to appointments which are inappropriate if an employer relies solely on them. Inappropriate appointments lead to frustrations for the employer and the employee, and they also invariably lead to additional expense. Usage of our assessments helps minimise the chance of an inappropriate appointment, and maximises the chance of making the best appointment possible. It is critical, however, to only test as much as is likely to see a return on investment: too much testing is wasteful. Also, testing with instruments of poor reliability and validity, no matter how many of them are used, and no matter how much time is taken in testing, will provide no useful additional information for the selection process.

Thus Nexus Consulting Services Pty Ltd uses the most reliable and valid tests available, and makes a careful selection amongst those tests to ensure that the optimum amount and type of testing is undertaken. Important determiners in this process are the nature and level of the position, other information already acquired about the candidate, and time-frames.

A very important feature of our service is that it is provided only by professionals with professional indemnity and malpractice insurance. It is not uncommon in the US, and it is becoming increasingly common in Australia, for unsuccessful candidates to mount legal proceedings against employers on the grounds that selection was based on inappropriate measures. Our professional standing (registration with Statuary Boards) and our insurance provides the employer with protection against such proceedings.

A typical assessment in the selection process would involve:

• Completion of a structured interview with the candidate
  
  
• Assessment with instruments to determine intellectual ability, vocational interest and skill, aptitudes in various skill areas, personality variables relevant to occupational settings, and emotional intelligence
  
  
• The write-up and presentation of reports detailing the results of assessment and the conclusions and recommendations to be drawn from the results.

Typical test instruments used include the Kaufman Brief Intelligence Test, the Campbell Interest and Skill Survey, the Hogan Personality Inventory, the Personal Career Development Profile Plus or the Human Resource Development Report (both based on the highly respected 16PF), the Executive Survey Profile, and the BarOn EQi (a measure of emotional intelligence). Using test instruments such as these we are able to accurately identify managerial potential, sales potential, clerical potential, potential for further training, potential for people oriented work roles, potential for analytical/research roles, star performers, etc. Our reports also provide the candidate with clear indicators for areas of personal development (eg., in areas such as impression management, impulsivity, the ability to inspire trust in others, leadership and subordinate styles, adjustment, inter and intrapersonal skills, and stress proneness).

Usually, testing can be completed by the candidate within three hours. We can provide a turn-around time (testing to report presentation) of three days, or more quickly if requested. We always encourage discussion of the reports with each candidate and our preference is that the reports are discussed in detail with the employer.

One of the Directors of Nexus Consulting Services Pty Ltd has written an article entitled "Reliable and Valid Tests don't give all the answers" which was published in HR Monthly. It outlines some of the myths and pitfalls associated with psychological testing as part of the selection process. If you would like a copy, please contact us.