Candidate Selection
Evaluating a job candidate’s Oxford Risk Rating profile enables you to determine whether the person is well suited to a particular job or organisation. Selecting a candidate who is a good fit helps reduce employee turnover and has various benefits for your organisation:
- Reduces risk
- Saves time and money
- Improves efficiencies
- Offers competitive advantages
Oxford Risk Rating reveals the risk profiles of individuals who are likely to help your organisation achieve strategic objectives: (links explain the meaning of terms)
- Composure – (Balanced confidence)
- Good judgment – (Balanced judgment)
- Sensitivity to risk – (Sensitivity)
- Consistent risk taking – (Consistency)
- Appropriate risk appetite – (Risk appetite)
Oxford Risk Rating also reveals risk propensities that could be detrimental. A candidate with a risk profile that is not aligned to the requirements of a job role exposes your organisation to potential loss, liability and the damaging consequences associated with negligent behaviour:
- Overtly risky – (Risk-prone bias)
- Inconsistent risk-taking – (Consistency)
- Insensitive to risk – (Sensitivity)
- Over-confident – (Confidence bias)
- Excessive risk appetite – (High risk appetite)
Click the links below for an illustration of how Oxford Risk Rating can help you make better hiring decisions.