Finding out too late that a permanent employee was the wrong appointment isn’t just inconvenient—it can be a costly disaster. We know this all too well from years of helping organisations manage the fallout.

At ESN, we see the same pattern repeat itself. A client calls. They’re having issues with a relatively new employee. On paper, the appointee looked ideal: impressive CV, polished interview performance, confident claims of extensive experience. They seemed like a sure bet.

But now the cracks are showing.

Conflict is escalating. The team is fracturing. High performers are threatening to leave. Morale is sinking and trust is evaporating. What began as informal concerns has now become formal allegations. Legal advice is being sought. Investigations appear unavoidable. Time, money, and wellbeing are being drained simply to stabilise the situation.

And then the realisation hits:

A High Conflict Personality has entered the business.

The signs are unmistakable—
• Intense blaming of others and refusal to accept responsibility
• All-or-nothing thinking and an inability to compromise
• Unmanaged emotions and disproportionate reactions, often anger or fear

Come to think of it… their basic performance isn’t what was promised either!

By this point, the damage is already done.

So the real question becomes:
How could this have been avoided?
How can you improve the odds of selecting the right person—especially when dealing with external candidates you don’t yet know? How can you identify whether someone is the right fit for the role, the team, and the culture… and whether they may be prone to high-conflict behaviour?

The Answer: Quality Psychometrics—Early, Expert, and Integrated

When done properly, psychometrics provide insights that no interview, CV, or referee check can deliver. They illuminate behavioural tendencies, interpersonal style, stress responses, and role fit in ways that dramatically strengthen selection decisions.

But the key is this:
Psychometrics must be done well.

Poorly chosen or poorly administered tools add cost, frustrate candidates, and offer little value.
Expertly selected and interpreted psychometrics, however, deliver:

  • Deep insight into competencies and behavioural patterns
  • Early identification of high-conflict risk factors
  • Clear understanding of team and job fit
  • Stronger, safer, more confident appointment decisions

And the value doesn’t stop at selection. High-quality psychometric profiling becomes a powerful foundation for onboarding, coaching, and ongoing professional development.

Why ESN

At ESN, we are highly qualified and experienced in tailoring psychometric solutions that genuinely enhance selection outcomes. We integrate psychometrics with interviewing, reference checking, and broader assessment processes. Expert integration is vital to leverage the power of psychometrics to give you a clear, evidence-based understanding of your candidates—before you make the appointment.

If you want to avoid costly mis-hires and significantly increase the likelihood of selecting the right person, we’re here to help.

Call us to discuss your situation. You’ll thank us later.