Recruitment
Specialists in tailored recruitment solutions
At Selectio, we make recruitment simple, effective, and tailored to your needs. Whether it’s a single role or high-volume hiring, we specialise in designing selection systems to help you hire the best candidate for your role - first time. We are specialists in hard-to-fill positions—like dog handlers, intelligence, investigations, and technical roles. We know what and how to assess and measure key competencies, skills and abilities.
Our expertise in industrial-organisational psychology means we use data and evidence-led decision making to identify the right competencies to select the best person for the job, first time. With strong experience in applicant tracking systems and online assessments, we can streamline your candidate journey, and make your recruitment process more efficient and effective.
What others have said...
Lynne was a trusted advisor when I was recruiting for unicorn's (aka data scientists) a few jobs ago. She understood exactly what we were building with our new capability and who we needed to bring the dream to life. Excellent insights from the recruitment process and psychometric testing meant we knew exactly how to support and connect with our new team members when we brought them on board. I've also found Lynne’s coaching and interview prep invaluable in my own career journey.
Joanne Hacking
Former Manager Joint Border Analytics Team, NZ Customs
Services
For one-off roles, we’re flexible: from crafting shortlisting matrix to interview questions and psychometric tests, or coaching your managers - our support can be as hands-on - or as light-touch - as you need. Talk to us today about how we can help.
Hiring health check
Most hiring problems aren’t big, dramatic failures — they’re small friction points that quietly slow you down, frustrate candidates, or lead to inconsistent decisions. The good news is they’re fixable.
Our Hiring Health Check gives you a clear, practical snapshot of how your current process is performing, where the risks are, and what you can strengthen right away. It’s grounded in I/O psychology, but written in plain language so you can actually use it.
Think of it as a quick, evidence‑led pulse check to help you hire with more confidence, clarity, and consistency. Ready to see how healthy your hiring really is?
Download our free Hiring Health Check and take the first step towards hiring the best person for the job - first time!
Our recruitment services
One-off roles
We can help with one off roles from administration through to senior or executive leadership. We also specialise in filling technical roles, using targeted assessments and industry expertise to find candidates who meet complex requirements and align with your organisation’s values.
Whether you’re looking for comprehensive support throughout the entire recruitment process or just need assistance with specific stages, we can do as much to help—or as little—as you require.
Reach out to us today to discuss your needs and let’s find the best person for the job – together.
Large scale recruitment
Unlock the power of efficient large-scale recruitment with our specialist volume hiring and assessment centre services. With deep expertise in designing and delivering effective high-volume selection processes, we expertly combine cutting-edge online technology with the rigour of industrial-organisational (IO) psychology. Our tailored solutions identify the key requirements for your candidate pool, ensuring you attract, assess, and select the very best talent for your organisation.
Whether you’re scaling up rapidly or seeking to streamline your assessment centre experience, trust us to deliver results that are robust, fair, and highly efficient.
Using a work test to assess candidates' competency
Work tests have gained prominence in recruitment and selection processes as practical tools for assessing candidate competency. Unlike traditional interviews or psychometric tests, this method require candidates to demonstrate skills and behaviours relevant to the job in real or simulated scenarios. Think role plays or presentations, for example.
What is a work test?
Work tests are structured activities that replicate tasks candidates would perform in the role. A work test seeks to measure job-relevant competencies such as decision-making, problem-solving, and organisational skills.
Effectiveness in predicting job performance
Recent studies show that work tests and in-box exercises do a great job of predicting how well someone will perform at work. These kinds of tests, which include in-box exercises, generally have better accuracy than interviews or other ways of selecting candidates. For example, a large research review found that work sample tests are more closely tied to actual job performance, where they were more predictive of performance on the job than a structured interview. In other words, work tests give a more reliable picture of what someone can actually do on the job. The key to a good work test or exercise is realism and being closely matched to the actual tasks a candidate would be expected to perform on the job. A work test gives a more genuine look at a candidate’s actual abilities, helps reduce bias, and makes the selection process fairer.
Some things to think about
While highly effective, work tests and in-box exercises can be time-consuming and costly to create, however when done correctly, they lead to better, more accurate hiring decisions and improved business results. To maximise their impact, you need to ensure these tools focus on key job skills and use consistent scoring to keep things fair and objective.
Research shows that work tests are the one of the best ways to assess real job skills and predict performance, outshining interviews and other methods. If you want to upgrade your recruitment process, consider using a work test—Selectio’s experts can guide you through developing and implementing them successfully.
References
- Christian, M. S., Edwards, B. D., & Bradley, J. C. (2019). In-basket exercises: Their validity and utility in managerial assessment. Journal of Applied Psychology, 104(4), 482–499. [URL]
- Sackett, P. R., Zedeck, S., & Fogli, L. (2012). Human resource selection (7th ed.). Cengage Learning.
- Salgado, J. F., Anderson, N., Moscoso, S., & Bertua, C. (2020). Validity of individual assessment methods in personnel selection: A meta-analysis. International Journal of Selection and Assessment, 28(2), 123–137. [URL]
- Schmidt, F. L., Oh, I-S., & Shaffer, J. A. (2016). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications. Personnel Psychology, 69(1), 1–56. [URL]
- Weekley, J. A., & Ployhart, R. E. (2013). Assessment centres and work sample tests. In D. S. Ones, N. R. Scott, & C. E. Viswesvaran (Eds.), Handbook of Industrial, Work & Organizational Psychology (pp. 207–222). Sage Publications.