Psychological Assessment Of Work Readiness (PAWR)

Most of our projects ensure an efficient allocation of resources by adhering to a very simple, academically-validated, principle:

By timing interventions to an individual’s genuine readiness to change, you can greatly increase outcomes.”

The principle possesses overwhelming common sense, but it is rarely implemented. This might be because developing an assessment tool that has an anti-bias algorithm to counter individuals being falsely positive (or saying what they think you want to hear) has been difficult. It might also be because paper-based assessments can take up to 24 minutes to score, and even then the scorer’s own bias leads to misdiagnosis 34% of the time.

However, now that Esher House has a proprietary online assessment tool, these issues are eliminated and the principle is scalable.

Our work is built on the solid foundation of four decades of research into the Transtheoretical Model of Change – led by the likes of Drs Prochaska, DiClementé, Mannock, Levesque and others. Our business partnership with Pro-Change Behavior Inc enables both parties to share best practice in behavioural change, based upon an individual’s commitment to change.

Contact us for access to the various “PAWR” -Psychological Assessment of Work Readiness, (previously referred to as PARC psychological assessment for readiness to change) diagnostic tools.

Press Play to view 7-minute summary of the principles of the PAWR & ABS model hereYou tube

Applied Behavioural Science Workshops (A.B.S.)

Assessments have found that only around 33% of unemployed clients truly want a job – i.e. are in the “Action” Stage of Change. These need light touch support. Perhaps surprisingly – around 20% of “hardcore” unemployed (called Stream 4s, Stream Cs or PG6 in various government programs) are in this stage of change. These people do not need five 2.5 hour Applied Behavioural Science (or “nudge”) workshops to build their resilience.

However, around 66% of jobseekers either lack the desire, or confidence, to genuinely seek a job and retain it. Spending any time or resource on interview skills, CV- writing, vocational qualifications etc are a waste of time. Some of these clients WILL get a job, but many of them will drop out very quickly. This annoys and alienates the employer, puts the client back many months, and ruins cash flow management for the employment provider.

The PAWR assessment identifies those 66% that need some mental toughness preparation and refers them to the “Resilience Workshops” (or whatever an organisation wished to brand them).

These five workshops (all derived from academically-evidenced interventions, many from the military, contextualised to minimise awkwardness etc) contain 31 exercises that all work on the key facets* that enable clients to become proactive themselves, cope with failure, and then sustain jobs once they achieve them. They do not work for everyone, but at least an ADDITIONAL 19% will gain employment, and 13-week outcomes are DOUBLED amongst those that have been through PAWR & ABS.

*Every exercise builds at least one of these seven psychological assets in the jobseeker, as elegantly identified by Andrew Shatté and Karen Reivich: Emotional Regulation, Impulse Control, Causal Analysis, Self-efficacy, Realistic Optimism, Empathy and Reaching Out.

Specifically, the five workshops are:

Resilience, Strengths

Resilience, Positivity & Failure

Resilience, Mental Toughness

Resilience, Mindset

Resilience, Character & Goals.