Selection
Make informed selection decisions with the right evidence
PBC uses a data-driven approach to offer end-to-end selection solutions customised to suit your organisation.
Overview
Selection solutions built around what success requires
We provide off-the-shelf solutions or a customised, research-based approach to help ensure your selection processes are efficient and effective in identifying the right candidates, at the right time, in the right role.
PBC supports organisations to select people across graduate, frontline, mid-level manager and executive roles. Our solutions range from valid and reliable diagnostics through to full-service assessment centres.
Where we can support
A pathway for different hiring contexts
The selection method should reflect the role, candidate volume, capability requirements and the quality of evidence needed to make the decision.
Executive selection
A deeper, contextualised process that can integrate personality, reasoning, simulations, interviews and comparative stakeholder reporting.
Managers and specialists
Evidence-based diagnostics and structured assessment approaches aligned to the capabilities and demands of the role.
Frontline and high volume
Consistent, role-relevant assessment that helps organisations manage larger candidate pools with greater efficiency and confidence.
Graduate and early career
Structured, scalable selection processes that can combine screening, assessments, work-relevant tasks and assessment centre activities.
Why assessment matters
Bring greater consistency and objectivity to selection
Assessment can strengthen selection decisions by giving candidates a consistent opportunity to demonstrate role-relevant capability and by providing clearer evidence for shortlisting and progression.
Fairer and more consistent
Evaluate candidates against the same role-relevant criteria rather than relying only on unstructured or manual screening.
Role relevant
Focus the assessment process on the capabilities, behaviours and reasoning demands that matter for success in the role.
Decision ready
Turn assessment data into clear, comparative insight that supports faster and more defensible shortlisting and progression decisions.
PBC’s approach
From role requirements to a confident decision
The level of support can be scaled to suit the assignment. PBC can provide individual assessment components or lead the complete selection process.
Understand context
Clarify the role, business environment, critical success factors and hiring priorities.
Define capability
Translate role requirements into clear, observable criteria against which candidates can be assessed.
Select evidence
Choose the combination of diagnostics, interviews, simulations or assessment centre activities that best fit the decision.
Assess consistently
Apply structured assessment and scoring methods to support reliable comparison across candidates.
Consolidate insight
Bring the evidence together into clear outputs that support selection decisions and, where required, onboarding and development.
End-to-end support: PBC can work from discovery and assessment design through candidate administration, assessment delivery, data consolidation, stakeholder reporting and post-selection development support.
High-volume hiring
A structured approach to high-volume hiring
PBC helps organisations manage high-volume recruitment with greater efficiency, consistency and confidence. We support scalable selection processes across graduate, frontline, customer service and other high-demand hiring environments.
Designed for volume
Use structured assessment stages to progressively narrow larger candidate pools while maintaining consistent criteria.
Common evidence base
Apply the same role-relevant criteria and scoring approach so candidate comparisons are more consistent.
Clear progression decisions
Use decision-ready assessment data to support shortlisting and progression without relying solely on manual CV screening.
Candidate-centred design
Structure the process so candidates understand what is being assessed and have meaningful opportunities to demonstrate capability.
A scalable selection pathway
Define the capabilities and values that matter for success.
Use appropriate assessment tools to efficiently narrow the candidate pool.
Add role-relevant tasks, structured interviews or other targeted methods.
Where required, combine multiple exercises to observe capability in action.
Consolidate quantitative and qualitative evidence to support final decisions.
Assessment options
Build the right evidence set for the decision
PBC can combine valid and reliable diagnostics with structured, role-relevant assessment methods. The mix can be kept simple or tailored to the complexity and risk of the role.
Personality assessments
Use evidence-based personality assessment to add insight into likely workplace behaviour, strengths, potential risks and role fit.
Cognitive and reasoning assessment
Assess reasoning and problem-solving capability where these are important to the demands and complexity of the role.
Situational judgement
Present realistic role situations so candidates can demonstrate how they would respond to decisions, trade-offs and workplace challenges.
Work simulations
Use customised role plays, group activities or individual written tasks to observe relevant capability in a realistic work context.
Capability-based interviews
Use structured questions and scoring guides to explore relevant experience, values and capability consistently across candidates.
Candidate reporting and analytics
Bring qualitative and quantitative assessment results together to support comparison, stakeholder debriefs and evaluation of the selection process.
Executive selection
Go beyond experience to understand fit for the role and context
Executive selection benefits from a deeper understanding of the organisation, the leadership context and the capabilities required for success. PBC can combine multiple sources of evidence and translate them into a clear view of each candidate.
Discover
Understand the business context, strategy, culture, role requirements, critical success factors and stakeholder expectations.
Assess
Use an evidence-based combination of personality, reasoning, tailored interviews and relevant business simulations.
Advise
Consolidate assessment evidence into comparative reporting and stakeholder debriefs focused on strengths, fit and potential watch-outs.
Integrate
Where required, use the assessment insight to support onboarding, development planning and a more informed transition into the role.
A complete evidence picture: the executive selection process can bring together personality data, cognitive or reasoning performance, interview evidence and simulation results so decision-makers can evaluate the candidate against the role rather than any single data point.
Assessment centres
Design a robust assessment centre experience
PBC works with organisations to design and deliver customised assessment centre solutions informed by robust diagnostics, role requirements and contemporary research.
Assessment centre architecture
Define the assessment stages, exercises, scoring approach and decision rules around the capabilities required for the role.
Work simulations
Use tailored role plays, group activities or individual written tasks supported by clear candidate and assessor instructions.
Structured interviews
Use capability-based interview questions and comprehensive scoring guides to strengthen consistency between assessors.
Assessor training
Prepare assessors to observe, record and score evidence consistently, including guidance on bias and reasonable adjustments.
Consistent evaluation
Support calibration across exercises and assessors so evidence is interpreted consistently before final decisions are made.
Candidate and cohort outputs
Provide individual or cohort reporting and consolidated assessment results according to the requirements of the selection process.
Why PBC selection solutions?
Flexible support from assessment through to full-service delivery
PBC’s selection solutions are tailored to your organisation to support better hiring decisions, efficient administration and clearer insight into candidate capability.
Off the shelf or tailored
Choose a lower-touch off-the-shelf solution or a selection process tailored to your needs.
Volume
Solutions can be used in high-volume selection applications.
Benchmarking
Compare assessment data with relevant external Australian or global benchmarks where available.
Administration options
Choose from a range of administration models, from a full bureau service through to self-administration.
Accessible portal
Use an easy-to-use portal designed to support administrative control and a positive candidate experience.
Feedback
Qualitative and quantitative feedback options can be incorporated into the selection process.
Hogan Assessments
Hogan assessments combine predictive validity with strong reliability, providing accurate, consistent measures that support evidence-based selection and help predict workplace performance.
Measure ROI
Use selection and performance data to evaluate how the process is working and inform continuous improvement.
Supporting documentation
Access supporting resources such as technical manuals, user guides and interview guides where relevant.
Languages
Hogan assessments are available in 46 languages.
Privacy and security
PBC complies with applicable privacy and security requirements and supports clients with program administration requirements.
End-to-end support
Engage PBC for individual assessment components or for the design and delivery of the complete selection pathway.
Build the selection process around the decision you need to make
PBC can help determine the right level of assessment, administration and advisory support for your role, hiring volume and organisational context.
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