Pre-Employment Testing

Psychological screening is an essential component of an evaluation program and is usually conducted in conjunction with a post-offer medical examination. The psychological screening consists of objective psychological testing and an interview of the applicant by a licensed psychologist who is a specialist in police and public safety psychology. Suitability ratings are provided to the Human Resources Department of the organization for further assessment of the applicant before a final job offer is extended. The primary focus of this evaluation is to identify risk factors that are likely to interfere with successful job functioning. Examples of risk factors include emotional instability,  impulsiveness, problems managing stress, negative interpersonal personality characteristics and poor work attitudes.

Rationale: Over the last 50 years, pre-employment screening has proven to be an effective indicator of psychological suitability for high risk occupations, including the military, police, fire and nuclear power plant operators. Screening of applicants “selects out” persons with characteristics known to negatively affect the performance of essential job functions.

Pre-conditional offer of employment: All applicants should be screened using an easily administered, 20-30 minute inventory that assesses performance factors (i.e. history of work difficulties, integrity concerns, and risk-taking behavior). A computer-scored profile of the applicant will assist the personnel decision maker in identifying the most suitable candidates before extending a Conditional Offer of Employment.

Post-conditional offer of employment: Psychological screening is an essential component of an evaluation program and is usually conducted in conjunction with a post-offer medical examination. The psychological screening consists of objective psychological testing and an interview of the applicant by a licensed psychologist who is a specialist in police and public safety psychology. Suitability ratings are provided to the Human Resources Department of the organization for further assessment of the applicant before a final job offer is extended. The primary focus of this evaluation is to identify risk factors that are likely to interfere with successful job functioning. Examples of risk factors include impulsiveness, problems managing stress, negative interpersonal personality characteristics and poor work attitudes.

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