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)