Assessing for emotional stability & hiring the best suited candidates.
Are you looking to hire/promote employees who will contribute positively to the goals and objectives of your organization and are less likely to harm it or the people in it? Within many organizations, counterproductive behaviour is an issue which can have costly and severe consequences.
At Y2CP, our specialized assessment process (related to risk/mental fitness) involves a combination of psychometric tools and structured interviews to provide our clients — within days — with an accurate risk assessment rating/report specific to hiring/promoting/reassigning candidates/employees.
Our comprehensive assessments focus on personality dimensions, psychological well-being/psychopathology and other factors that are related to high risk and counterproductive behaviours in the workplace.
Our assessments help employers to accurately predict candidates/applicants' likelihood of exhibiting positive work behaviours as well as the risk of them engaging in counterproductive work behaviours and being disloyal to the organization. Some of the dimensions we can assess are: freedom from disrupted job performance, courtesy, emotional maturity, conscientiousness, trustworthiness, job commitment, and safety. Given our expertise in clinical psychology, we are able to conduct a more comprehensive assessment and also assess a candidate's emotional suitability, cognitive ability, and possible behavioural issues and, as such, identify high-risk candidates. The assessment may be administered to applicants/candidates and employees in entry-level, supervisory/managerial, and executive-level and professional positions.
Among the psychometric tools we use is the Employee Screening Questionnaire 2 (ESQ2), a personality-based selection assessment which accurately predicts candidates/applicants' likelihood of exhibiting positive work behaviours as well as the risk of engaging in counterproductive work behaviours and being disloyal to the organization.
We also use the Employee Reliability Inventory (ERI) questionnaire which will determine whether a candidate is low-risk or high-risk based on seven different scales. The report measures: freedom from disrupted job performance, courtesy, emotional maturity, conscientiousness, trustworthiness, job commitment, and safety.
In addition, we employ clinical tools such as the Minnesota Multiphasic Personality Inventory-2-RF (MMPI-2-RF) and the Millon Clinical Multiaxial Inventory-III (MCMI-III) since they help in the assessment of mental disorders, identification of specific problem areas, and treatment planning in a variety of settings. They specifically help to assess major symptoms of psychopathology, personality characteristics, and behavioural proclivities. These tests also help measure a candidate's emotional suitability, cognitive ability, and possible behavioural issues for a range of public safety positions, and as such identify high-risk candidates in public safety screening and selection settings.
While several jobs are seen as representing high risk to the employers if they staff them with the wrong employee, some have been known to represent even higher risk.
Among these positions are those in which employees have access to/or are in:
At Y2CP, we offer specialized assessments that are affordable face-to-face and/or online assessment solutions for employers.
Volume discounts are also available.
Please contact one of our sales reps for further information.