What was the scope of their involvement?
Whereas resume interviews only consider interpersonal interactions, Performia’s screening service provides accurate personality profiles comprised of three parts. The first area shows how an individual behaves when no one’s looking, including their outlook on life, risk factors, whether they focus on problems versus solutions, and whether or not they want others to succeed. The second portion examines modes of execution. It considers how candidates handle responsibility and task completion. The last component shows how they deal with other people.
This system detects people with bad intentions by analyzing their underlying personalities to eliminate any shock factors. Once a candidate is in the system, we know what their personalities are before we hire them. Based on my personality graph, I’m a bit sensitive and respond better to statements like “hey, have a look at this” than “you did that wrong.” We use it every single day.
Along with hiring for existing roles, we’re continually building a database of potential candidates, so we never go without staff. Construction has a high turnover rate. If a job comes up that requires ten plumbers, I have pre-screened options to call or text. It works as both a hiring and management tool.
Performia offers services they perform independently, collaborative ones, and paid training we can conduct on our own. At this point, I’m fully trained. I pay for a license to use their system in-house, which is the most affordable option. For $10,000 per year, we can do as many tests as we want. Paying Performia per recruitment cycle can run up to $3,000–$5,000 each. The training includes an initial two-day workshop, 100 hours of self-paced online training to reiterate that material, and unlimited support. At times, I send them personality graphs I’m unsure of to ask how they would rate it. They help us with anything we need.
What is the team composition?
Performia assigned someone to take care of us; we can go to her whenever we have questions. My contact person only does high-level general manager hiring. Like us, she is based in Melbourne. I typically message her 6–8 times per month for help, and she always follows through.
How did you come to work with Performia?
I used to be a business consultant in Sydney and found them six years ago through a colleague. I attended some seminars with their owners and eventually partnered with them while at my previous job. I also referred my clients to their service.
Due to the long learning curve, I’ve had to make a conscious decision to keep using them. It was frustrating when we hired someone who turned out differently than we thought. As an HR manager, it was hard to figure out how to screen people out instead of in. Every recruiting center tries to get 100 interviews to hire one of their candidates. Conversely, Performia is very selective. Even though it takes longer, we get long-term, reliable new employees and know their weaknesses ahead of time.
What is the status of this engagement?
I started working with Performia when I began my role here in 2017. Our collaboration is ongoing.