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Businesses hire on resumes but fire on attitude, aptitude and behaviours. What if you hired for those instead?
Inject runs recruitment and selection end to end for small to medium businesses. Every candidate is interviewed and tested for attitude, aptitude and behaviours before you meet them, so you can make the offer with confidence.
Every hire is a prediction: will this person perform in this role, in this business, under this manager? Most wrong hires looked good on paper and interviewed well. The cost shows up six months later, when the person is in the role and the performance is not there.
A resume and a single interview leave that prediction to chance. Our Managing Director, Tommy Sim, explains why hiring keeps going wrong and what changes the odds.
Our HR recruitment solutions test what a resume cannot show at every stage, so you only meet the people worth meeting.
We start with your business, its industry and the talent pools it usually draws from. Then we look at other pools where people likely to perform in the role can be found. The job brief aligns the hiring manager and the business on what success looks like in the role and the behaviours it takes.
What you get: a wider field of candidates and a clear, shared picture of the person you are hiring.
We write the job ad, screen the applications, and run a phone interview and a behavioural interview before any candidate meets the hiring manager.
What you get: by the time you meet someone, they have already shown the attitude, aptitude and behaviours the role needs, so you can spend your time on fit.
Every role we recruit for includes psychometric, aptitude or cognitive testing. A resume can suggest experience, and a candidate can say they are good at something. Testing shows where the strengths the role rewards meet the strengths the person naturally leans on. Psychometric testing is also available on its own through assessment only.
What you get: evidence of how a candidate is likely to work, not just how they present in an interview.
The hiring manager receives a written assessment of each candidate’s strengths, their development areas and how both are likely to show up in the role. The candidate gets a clear picture of the role and what success looks like in it.
What you get: you know what to probe before you make the offer and how to get the best from the person from their first day.
A recruitment agency is paid when a candidate is placed, so its process is built around the placement. Recruitment outsourcing is built around the hire. Inject is engaged by your business and works as an extension of your team.
Inject suits business leaders who:
Most of our clients engage us end to end. For some roles, assessment only is the better fit. If you are unsure, tell us about the role and we will recommend an approach and explain why.
Inject runs the whole process, from job brief to first day. You meet only the candidates worth your time.
Suits roles where:
Inject runs psychometric testing, a phone interview and a behavioural interview for candidates sourced by your business or a recruitment agency. The hiring manager receives a written assessment of each one, so you can see who is likely to perform before you decide.
Suits roles where:
Inject began in 2013 as a recruitment process outsourcing (RPO) business. The habit we formed then, looking past the resume to attitude, aptitude and behaviours, is still how we work.
Today we are an HR and recruitment company based in Melbourne, working with small to medium businesses across Australia. We work across recruitment and selection, human resources, and training and development. Because we see how people are led and developed after they start, we know what to look for before they start.
The people who scope your work are the people who do it.
“We went to Inject because we simply didn’t have time to hire the wrong person. We couldn’t deal with another recruitment agency sending us forms to fill out trying to fit our needs into their tick boxes. The end result was better than we had hoped for. Our hire is doing extremely well, a key staff member who has helped us to grow the business.”
Right Angle Studio
“We had used recruitment agencies in the past but we found Inject very different from traditional agencies. Tommy and his team were very thorough in understanding the brief and our requirements. The recruitment process was designed to attract the right candidate. We were kept in the loop while the initial screening and interviewing process was conducted. The shortlisted candidates they put forward were of very high calibre.”
Managing Director, Sting International
“Inject’s psychometric testing and analysis service has been invaluable to our hiring process. Rather than conducting ad-hoc behavioural interviews, they provide detailed analysis reports with recommended behavioural-based interview questions tailored to each candidate. This has allowed our leadership team to conduct more effective interviews focused on role-specific competencies.”
Ramsey Property Wealth
Recruitment process outsourcing (RPO) is when a business engages an external team to run all or part of its recruitment as an extension of the business. Large companies have used the model for years. Inject brings the same capability to small to medium businesses, without the cost of an in-house talent acquisition team.
A recruitment agency places candidates from outside your business. Inject runs recruitment from inside it. We scope the role with you, assess every candidate objectively rather than on gut feel, and put weaknesses on the table alongside strengths. Your hiring managers make the decision, with us beside them as colleagues. Because we also work in HR and training, we can support the person well beyond their first day.
Yes. Under assessment only, your agency sources the candidates and Inject assesses them. Each candidate goes through the same phone interview, behavioural interview and psychometric testing. The hiring manager receives a written assessment before the final interview, so you know who is likely to perform before you decide.
Most roles a growing small to medium business hires for do not depend on narrow industry experience. Customer service, administration, finance, management, operations and sales roles are won or lost on attitude, aptitude and behaviours, which is what our process assesses. These roles also open up other talent pools, because the right person has often built those behaviours somewhere else. If a role needs specialist industry knowledge or a fast turnaround, assessment only may suit better.
Yes. Through assessment only, we run psychometric, aptitude or cognitive testing, a phone interview and a behavioural interview for candidates you or your agency have sourced. You receive a written assessment of each one before the final interview, so you can see who is likely to perform before you decide.
A review of your HR foundations to identify gaps, risks and priority actions across contracts, policies, processes and people management practices.
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Embedded HR support for businesses that need Inject to operate as an extension of their team, without hiring a full internal HR function.
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Ongoing access to experienced HR support for day-to-day people matters, compliance questions, documentation and decisions.
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