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Want to know what’s the mantra of success for any organization? It is getting the right and most suitable employees. Most companies try to hire only the best people and put a lot of effort into the entire hiring and screening process. A good employee can become an asset to the organization, but what if you hire the wrong person?

It can have such adverse effects as – decreased productivity, lack of team coordination, and exposure to other employees’ risk. This means that it’s essential that you hire the right people and provide them with a good working environment to ensure growth and success. With dedicated Corporate Leadership Development Programs, you can improve safety at work and build a positive work culture.

The right safety culture!

When selecting new candidates, it is important to screen them not just for their talent but also for some other aspects that need to be kept in mind. If candidates apply for any position, there are high chances that they will match up for the job. During the hiring process, they would try to fit into all the boxes and criteria set by the organization. As an employer, it is your responsibility to find out whether the candidate will be in a responsible manner and follow all the guidelines.

An increasing number of organizations are conducting personality assessments to ensure a safe and secure work environment that creates positivity and attracts the right kind of people.

These prove helpful and can be incorporated into the hiring procedure of any business without much effort.

There are various benefits of safety assessment. Safety control requires a combination of various other actions as well.

The four pillars of strength are – rules, training, equipment, and what we bring – our character. In most cases, organizations have the first three pillars but tend to overlook the importance of the fourth pillar. It is important to consider that you are dealing with different individuals, and there are other ways to deal with security for each. We cannot change the first three pillars, but the fourth one is an add-on and can be customized.

Safety and personality assessments are usually used in the first selection round. These are some of the several competencies the organization bases its selection process on.

Personality Assessment and Personality Traits

Personality assessment ratings can be used to rate applicants based on their personality traits.

Applicants with high scores can be shortlisted and selected for further interviews. While those who have a low rating can be filtered out. This is an easy way to screen applicants and make the hiring process simple and effective.

What security-conscious actions can be measured with safety assessments, and in what form?

There are 6 main components that are focused on –

  1. A person’s willingness to follow rules. Low-scoring employees usually ignore the rules or take them for granted, while high-scoring employees follow rules without
  2. The next component is dealing with stress. Low scorers are more prone to stress because
    They tend to get easily panicked and make more mistakes under pressure. High
    scorers, on the other hand, stay constant.
  3. The third component is about aggression. Low-scoring employees usually lose control and make mistakes easily. High-scoring employees know how to control their aggression and work in a balanced manner.
  4. The ability to concentrate is the next component. Low scorers are easily distracted, and
    High-scoring employees can concentrate better for a longer time.
  5. Risk appetite is another component that is considered. Low scorers take unnecessary risks
    while high scorers play it safe and avoid risky actions.
  6. The last component is training ability. Low scorers tend to ignore training and
    feedback and don’t take it seriously. High scorers fit well in the training

All these components are important to consider individually and then as a
combination as well. It is true to say that personality cannot be changed, but it can
be modified to create a positive difference.