Executive Summary
Psychometric Testing in the disability support sector
Disability Services, part of the South Australian Government, wanted to enhance their recruitment process to improve health and safety outcomes for Disability Support Workers, as well as work performance.
To do this, the organisation introduced the use of the Converge Applicant Suitability Matrix (ASM) as a part of their recruitment and selection process. The ASM enabled the organisation to gain insight into the personality preferences, values and beliefs of candidates applying for the role, and to identify candidates that were most suitable for the role.
After using the ASM for approximately two years, the organisation compared work performance and health and safety outcomes for 154 Disability Support Workers, examining those who were employed prior to the introduction of the ASM and those employed following its introduction.
Index
WRITTEN & REVIEWED BY
| Nicole Russom National Psychometric Testing Manager |  |
Nicole is a psychologist who has spent the past 18 years helping organisations understand what drives success at work. She has worked for a range of consultancies and psychometric assessment providers, partnering with clients across government and the private sector to use assessment data to make better hiring and development decisions. Nicole is particularly passionate about supporting recruitment into high-risk public safety roles, where selecting the right people can make a meaningful difference to the safety and wellbeing of both employees and the communities they serve.
Key takeaways: How the ASM improved safety and performance
- Proven in practice: SA Government Disability Services used the ASM for about two years, then compared outcomes for 154 Disability Support Workers hired before and after.
- Less absenteeism: ASM-screened workers took 4.8 fewer days of sick leave, 16 fewer days of WorkCover leave and 5.2 fewer days of unplanned leave in their first 18 months.
- Stronger performance: Manager ratings rose across all three areas, most notably work-related abilities (60% to 88%) and professional work behaviours (83% to 100%).
- Better hiring decisions: Managers gained deeper insight into candidates’ values and motives, leading to a higher calibre of new starters and fewer high-risk hires.
- Wider workforce benefits: The organisation also reported lower turnover, better team cohesion and a clearer picture of what makes a suitable employee.
The Applicant Suitability Matrix (ASM)
An integrated assessment system, used to identify the level of risk a candidate brings to the role. Includes the following:
Industry specific screening interview
Personality and behaviour assessment
Tailored interview guide, targeting areas of potential risk identified in the personality assessment
Tailored reference checking guide, targeting areas of potential risk identified in the personality assessment
Behavioural observation guide and overall risk rating
Results
Improved health and safety outcomes
Disability Support Workers employed after the introduction of the ASM, compared to those employed before, had:
8 days
less sick leave
16 days
less WorkCover leave
5.2 days
less unplanned leave
*Results are based on averages over the first 18 months of employment.
Introducing the ASM to the recruitment process allowed the South Australian Government to significantly reduce absenteeism in the workforce by ‘screening out’ candidates likely to experience stress, fatigue and burnout before they were hired.
Enhanced work performance
Disability Support Workers employed after introduction of the ASM were found to have higher manager ratings for performance, as measured across three broad areas:
Work-related abilities: Knowledge, skills and abilities critical for performing the role.
Work motivation and reliability: Interest and motivation in work, reliability in completing tasks, following procedures and attendance.
Professional work behaviours: Displayed professional behaviour towards clients, co-workers and managers; contribution to a positive team culture; and empathy.
Positive performance ratings
Manager ratings, employees screened with the ASM versus employees not screened:
Positive performance ratings
Manager ratings, employees screened with the ASM versus employees not screened
| Area | Without ASM screening | Using ASM screening |
|---|---|---|
| Work-related abilities | 60% | 88% |
| Work motivation | 85% | 87% |
| Professional work behaviours | 83% | 100% |
Enhanced recruitment process and suitability of candidates
Managers reported the following benefits of implementing the ASM in the recruitment process:
Deeper understanding of candidates’ values and motives. “People could give you the right answers, what you want to hear, but when it comes to the psychometric that sorts them out a bit better… Better guide about what the person is thinking not what the person is saying.”
Higher calibre of final candidates. “Since the psychological testing, we get a better quality of people starting with us… There’s less of those people now in the workforce who you think are high risk.”
Reduction in turnover, as a result of employing more suitable workers
Improved fit with team culture, and enhanced team cohesion
Identification of characteristics of suitable and unsuitable employees
Book your psychometric Assessment
Further information
This paper is a summary of the full research report: Reid-Dicks, I.; Kirby, N. & Harries, J. (2017), Evaluating the effectiveness of psychological screening in improving the recruitment of Disability Support Workers, University of Adelaide, Australia.
