Recruitment & Employment Services - Christchurch

Personnel Selection

How do you select the best person for the job? First impressions can be misleading. So can CVs.

Our recruitment process offers standardised application forms and interviews, which means greater objectivity and reliability. Psychometric testing is a key component of the process. The E-profiler Psychometric Test shows a candidate’s responses as compared to the average of everyone else who has taken the test. This makes it much more relevant than many other tests that can only compare a candidate to him- or herself.

The combined result of all the components means we can get an in-depth view of candidates’ personalities and can analyse who the best person for the job will be. This system has proved to be highly effective. We can also provide a partial process with the services that suit you the best.

We are perfect for smaller businesses, as we are very cost-effective and flexible and we are there when you need us. You can be involved as much or as little as you like. We will help you to get the best from your people.

Why Choose PSL to Select Your Employees?

TRADITIONAL METHOD (CV's, unstructured interviews, unstructured references)
Candidates can provide misleading or incomplete information that is often difficult to detect.	Candidates find it much harder to provide misleading information with the PSL process.
Good candidates can be accidentally screened out.	The best candidates are likely to make it through the screening process
Various biases that can occur during the interview process can reduce the accuracy of the selection decision process.	Biases are greatly reduced, substantially increasing the accuracy of the process.
It is difficult to ascertain ability and organisational fit of candidates.	Objective, accurate information is gained on ability and organisational fit of candidates.
For various reasons information provided by referees may be inaccurate or misleading.	There are substantial improvements in information from referees.
Danger of mistakes in the selection process is substantial.	Danger of mistakes in the selection process is greatly reduced.