Frequently Asked Questions


What is different about the way you conduct Psychometric Testing for recruitment?

  • Our psychometric testing is different in three ways
    • We only recommend the most valid and reliable psychometric assessments from the diverse range of test providers on the market.
    • We focus on providing a positive candidate experience through the use of a singular testing platform and a personal brief from our test administrators. All candidates are offered an assessment debrief following the announcement of a final outcome to the recruitment process
    • We provide a personal debrief to the hiring manager including a succinct summary report outlining the candidate’s strengths, development areas and cultural fit without the psycho-babble.

What assessments tools do you use for recruitment?

  • Steople have a diverse range of psychological tests and assessments at our disposal, all designed and conducted in line with the Psychology Code of Ethics, wherever applicable. We are not affiliated with any test publisher and provide impartial and informed advice on the best psychometric assessments to use based on a client’s needs and empirical evidence.

What is Reliability and Validity and why is it so important?

  • Reliability – This is about the robustness of the tool or item and is mostly about consistency and stability
    • Test-retest reliability: does the test get the same or similar result when you do it again? The MBTI is an example of a test where the participant may not get the same result when completing the same test for a second time.
    • Internal consistency reliability– used to evaluate the degree to which different test items that probe the same construct produce similar results. For example; 2 items on a wellbeing questionnaire attempting to measure happiness should produce similar results.
    • Intra-item reliability: is this item a reliable item? That is, does the item produce results that have a normal distribution curve or does it produce a skewed distribution, in which case it would be a poor item and should be thrown out of a questionnaire.
    • Inter-rater reliability:is used to assess the degree to which different raters agree in their assessment decisions. For example; if you have 2 people conducting a behavioural interview, do they both give a similar evaluation for a candidate in the same question?
  • Validity – Does the test measure what it is meant to measure?
    • Construct or Predictive Validity– Can this tool predict future behaviour and/or performance? For example; if a personality test said a person was “shy” and in fact the person was “outgoing” this would have low validity.
    • Face Validity– is the extent to which a test is subjectively viewed as covering the concept it purports to measure. It refers to the transparency or relevance of a test as it appears to test participants.

Leadership Development

What is different about the work you do in the area of leadership development?

  • Our leadership development programs are different in three ways:
    • All programs are based on evidence rather than anecdote, with a basis in psychological theory and research.
    • All programs incorporate your input and are designed to drive organisational outcomes, not just personal development.
    • Our people have the knowledge and experience to introduce superior business thinking and practical, commercial behaviour to your workplace.

What tools do you use as part of the workshops you run?

  • Steople have a diverse range of psychological assessments and tools at our disposal. We are not affiliated with any test publisher and provide impartial and informed advice on the best tools to use based on a client’s needs and empirical evidence.

What 360-degree assessment tools do you use?

  • Steople have a diverse range of 360-degree assessment tools at our disposal. We are not affiliated with any test publisher and provide impartial and informed advice on the best tools to use based on a client’s needs and empirical evidence.
    • Most commonly we choose a tool with great leadership competencies such as the Saville Wave 360 but also regularly use the Human Synergistics LSI or MRG Leadership Effectiveness AnalysisTM tools. Steople have also developed a proprietary 360 which has a focus on Leading for Performance and WellbeingTM.
    • In certain situations, a bespoke 360 based on organisational or cultural competencies may be required. Steople have extensive experience in creating efficient and relevant surveys ensuring a positive user experience and meaningful reports.

What does a Steople coaching program look like?

  • The Steople coaching program is based on a blend of foundations in psychology combined with practical business and commercial experience, personal engagement and commitment to truly make a difference. We believe that the role of the coach is to enable honest and courageous self-assessment to facilitate positive behavioural outcomes. Each coaching program uses the Steople Behaviour Change ModelTM to achieve sustained behaviour change.Each program typically includes 7 x 90 minute formal coaching sessions at intervals agreed by the coach and coachee. Participants may also utilise unlimited phone and email communication between the formal coaching sessions. Input around program goals and progress feedback is sought from the participant’s manager at regular intervals as the coachee develops and sustains the required behavior change.

How do you make behavioural changes stick?

  • To achieve sustained behaviour change at individual, team and organisational levels, we have developed the Steople Behaviour Change ModelTMwhich allows us to marry evidence based research with pragmatic solutions for modern organisations. This model underpins all work facilitated by Steople.

Have you done any work with building high performance teams?

  • Steople has extensive experience working with leaders, teams and boards to build high performance teams that communicate effectively, are highly focused on their goals and ultimately achieve superior business results. Our proposed strategies are based around the Steople High Performance TeamsTM model which is designed to combine psychological research and with practical business and commercial experience, personal engagement and a commitment to truly making a difference.

Career Development

What is different about the work you do in the area of career development?

  • Our career development programs are different in three ways:
    • Steople’s extensive experience in psychometric assessment, leadership development, wellbeing and career consulting means we are uniquely positioned to help individuals take control of their careers. Our programs are founded in strong scientific evidence and research as well as extensive career consulting experience.
    • Our consultants recognise that everyone’s career path is different and that each individual requires unique advice. Our programs are not off-the-shelf products and are adapted to address the areas that will have the highest impact to each participant.
    • Our underpinnings in psychological methods provide us with a unique understanding of people in stressful situations and allows us to provide greater insights into navigating career development opportunities.

Does your career transition service include 1:1 support from an experienced coach?

  • Every career transition service includes personal support from an experienced coach and unlimited phone and email contact between each formal session.

Does your career transition service also include access to a full serviced office environment?

  • We have well-appointed facilities with private offices and welcoming open-plan working environments in convenient CBD locations throughout Australia. All workspaces are equipped with phones, PCs, printers, photocopiers, high speed internet and WiFi access.

Is your career coaching service relevant for retaining identified talent?

  • Our one-on-one career coaching service is ideal for talented individuals who are looking to explore their current and future careers within the current organisation. Outcomes could include:
    • A clearer pathway to success in a current role
    • Development planning to help create strategic learning pathways
    • Longer term career planning and goal setting
    • Personal brand management
    • Increase awareness and understanding of cross-functional teams that helps broaden the perspective an individual has of the whole organisation and interpret what this means to their career

Can you provide companies support on the day with redundancy conversations at our premises?

  • Steople provide immediate counselling and support to employees impacted on announcement day. We help individuals focus on their personal welfare and identify the benefits and opportunities that lie in change.

Do you provide training for managers prior to a redundancy conversation?

  • Few people enjoy announcing redundancies to their co-workers. We train your managers to conduct these meetings effectively and compassionately and with the least possible anxiety to themselves and affected employees.


What is different about the work you do in the area of wellbeing?

  • Steople wellbeing programs are different in three ways:
    • We incorporate empirical methodologies based on modern psychological frameworks in an integrated and pragmatic way. We help companies develop strategies to change the work environment to one that engenders health, safety, productivity and happiness.
    • Our programs demonstrate the importance of adopting an approach that is proactive and preventative rather than reactive. Improved workplace wellbeing mitigates significant business risks leading to improved financial and business outcomes.
    • The strategies we focus on develop long-term behaviour change, particularly through the shaping of positive leadership action to promote a culture supporting improved employee wellbeing. We also look to raise awareness around mental health, behaviour, workplace stressors and resilience to assist the individual to self-manage.

Why should our organisation invest in the wellbeing of our team members?

  • When wellbeing is front and centre to the strategic aims of the organisation, the number of engaged employees has been shown to increase by over 40% and creativity and innovation increased by 50% (Sims, 2010). On average, an organisation can expect to see a minimum positive return on investment of 2.3 for science-based mental Health and wellbeing programs (Beyond Blue, 2014). This can be seen through decreased rates of absenteeism (sick leave as a result of poor mental and physical health), increased rates of presenteeism (greater engagement and productivity), and a lower number of compensation claims.

Why must leadership and managers play an important role in wellbeing programs?

  • In order to achieve a positive ROI and attain real tangible outcomes as a result of implementing a wellbeing program, organisations must achieve a few critical success factors. A core component of achieving these critical success factors is that senior leaders and managers are engaged and exhibiting positive behaviours in the workplace conducive to greater wellbeing. Leadership and managers must support the shift to a culture focused on mental health and wellbeing in order to obtain sustainable change and reap the rewards of increased productivity.

How can we get our leaders to role model good wellbeing habits?

  • Leaders play a crucial role in creating the right environment for their people to flourish but it can be difficult to drive productivity and wellbeing at the same time. Steople have developed the Leading for Performance and WellbeingTM program to teach leaders how to simultaneously drive better business performance through creating a culture of wellbeing.