Simply and effectively evaluate the psychological risk of a candidate entering your workforce — or monitor a current employee’s mental health — with KINNECT’s Psychological RISc Screen.
Developed by KINNECT with a leading Australian Clinical Psychologist and Psychiatrist. Designed for occupational use — not a diagnostic or clinical tool.
KINNECT's Psychological RISc (Resilience and Integrity Scale) Screen is a 60-item online questionnaire that takes 10–15 minutes to complete on any device. It evaluates four work-relevant traits — sociopathy, neuroticism, resilience and integrity — and returns a scored report against a risk matrix. Employers use it to screen candidates pre-employment or to monitor the psychological health of current workers. It is not a clinical or diagnostic tool.
The Psychological RISc Screen is a trait-based instrument made up of four discrete sub-scales, each comprising 15 questions. Candidates complete it online from a smartphone, tablet or computer in around 10–15 minutes.
Once submitted, a pre-determined algorithm evaluates the responses against a formalised risk matrix to determine overall psychological risk. The RISc score is summarised on a report, alongside the specific psychological risks identified.
Add a candidate or employee and the RISc Screen is dispatched for them to complete online.
A self-report questionnaire on any device, in about 10–15 minutes.
Responses are evaluated against a formalised risk matrix across four traits.
A summary of the overall psychological risk and the specific risks identified.
The RISc Screen was developed by KINNECT in consultation with a leading Australian Clinical Psychologist and Psychiatrist, specifically for use in occupational settings. It can stand alone or sit alongside other assessment methods. It is not used for diagnostic or clinical purposes.
Measures non-clinical sociopathy traits. Moderate sociopathy can be an advantage in some roles (e.g. emergency services, military). Low-to-medium traits suit roles like reception, community care, teaching and healthcare.
High neuroticism is associated with difficulty coping with stress, worrying more and lower mood. Moderate traits can be a strength in detail-heavy roles. Support may include EAP counselling, CBT or stress-management training.
A pattern of mature, responsible, optimistic and persevering personality traits. People with high resilience cope well under pressure and engage support. Lower-resilience workers benefit from regular managerial support and structured training.
High integrity is linked with honesty, kindness and acting on values. People with low integrity may benefit from closer supervision, clear procedures and awareness of consequences for deviation.
Screen candidates before you hire so you can identify the right fit and surface risks early.
Re-screen your team to identify employees who may benefit from management support, counselling or targeted training.
Employees with the right traits for their role experience more meaningful employment and a lower risk of adverse psychological injuries at work.
Two candidates, one position? Both with the right qualifications and references? The RISc Screen helps determine whose profile is more suitable for the role.
Many applications? Use the RISc Screen to create a shortlist of candidates whose profiles are better matched to the role.
Found the perfect candidate but the RISc flags a trait of concern? Build a plan to mitigate that risk — for example, a longer onboarding period for low resilience, with regular feedback and clear praise.
Online RISc screening that can be used to assess either a potential or current employee’s psychological risk. Talk to our team about individual assessments or a bulk screening program.
The questions employers ask most before rolling out psychological screening.
The RISc (Resilience and Integrity Scale) Screen is a 60-item online questionnaire that evaluates four work-relevant psychological traits and returns a scored report against a formalised risk matrix. Employers use it to screen candidates pre-employment or to monitor the psychological health of current workers.
The self-report questionnaire takes around 10–15 minutes and can be completed on any device — smartphone, tablet or computer — from wherever the candidate is.
It assesses four discrete traits, each with 15 questions: sociopathy, neuroticism, resilience and integrity. Responses are scored to summarise overall psychological risk and the specific risks identified.
No. The RISc Screen is designed specifically for occupational use and is not used for diagnostic or clinical purposes. It can stand alone or sit alongside other assessment methods.
Results help you screen candidates before hiring, build a structured shortlist, choose between similarly qualified applicants, and monitor your current workforce so you can direct people to support such as EAP counselling or targeted training before risk escalates.
It was developed by KINNECT in consultation with a leading Australian Clinical Psychologist and Psychiatrist, specifically for use in occupational settings.
See KINNECT's full suite of workplace psychological services.
Learn moreIndependent capacity evaluations informing return-to-work and fitness-for-duty decisions.
Learn moreCoordinated, evidence-based management of psychological injury claims.
Learn moreSecure telehealth psychology sessions for distributed and regional workforces.
Learn moreAn alternate method of dispute resolution where workplace conflict is a barrier to recovery.
Learn moreContact KINNECT to discuss how the Psychological RISc Screen can support your hiring and ongoing workforce wellbeing.
Psychological Services