Work is stressful — that’s a given. However, for some jobs, the sources of stress go beyond a demanding boss or a stream of deadlines, such as in positions in law enforcement or public safety, like firefighters, dispatchers, EMTs, corrections officers, and private security personnel.
For corrections officers, a primary source of stress stems from constantly managing potential danger. The high-stress environment contributes to a significant rate of burnout. One study found that more than one in three (37%) of corrections officers exhibit symptoms of stress.
Corrections officers are integral to maintaining safety and security within the correctional facility. They also provide essential interactions with members of the supervised population, which can influence rehabilitation. Corrections officers who are physically and mentally healthy can help create a positive, secure environment.
According to the U.S. Bureau of Labor Statistics, the most important qualities for corrections officers include decision-making skills, detail orientation, interpersonal and negotiation skills, physical strength, and self-discipline. Successful corrections officers must consistently demonstrate these skills in the high-stakes environment of a correctional institution.
Hiring managers and HR professionals must consider these aspects when assessing a corrections officer candidate. Beyond the candidate’s experience and education, how might they manage the stress inherent in the job? How will they maintain resilience and stay psychologically healthy?
These insights can be hard to obtain because typical interview questions don’t address these issues. However, the right assessments can augment interview information to give a broader view of a candidate’s aptitude for the position.
Recognizing the toll of corrections work
People in corrections jobs face significant challenges because of their work, including a high risk of physical injury and illness, regular exposure to traumatic events, long hours, and often a physically uncomfortable work environment. Consequently, it’s not surprising that corrections officers experience a high rate of burnout and turnover. For nearly half of correctional agencies, the officer turnover rate ranges from 20 to 30% each year. Moreover, 38% of staff leave within a year, and 48% leave between one and five years.
Ultimately, a lack of personnel can put corrections institutions in a bind, creating work overload and heightening safety risks. To address these concerns, correctional institutions are focusing on identifying candidates best suited for the jobs. One effective method is to use assessments in the interview process.
Using assessments in corrections hiring
Assessments can be especially useful when interviewing candidates for high-stress jobs, including corrections, law enforcement, and emergency services, explained Lynsey Psimas, Ph.D., Director of Business Development, Government, at Pearson Clinical Assessments. “These roles require individuals who can handle stress, make quick decisions, and maintain composure under pressure.”
Psimas said that when hiring, assessments have two primary benefits:
- To ensure safety and security by identifying candidates who may be prone to stress, aggression, or other behaviors that could compromise the safety of the facility
- To maintain high job performance by ensuring candidates have the psychological resilience and personality traits needed to handle the high-stress environment of corrections
Additionally, assessments can be used with current employees to identify mental health needs, allowing for early intervention, which can reduce the risk of burnout and other mental health issues. “Assessments can also be used for employee development, performance reviews, and career planning,” Psimas added.
Finding an effective assessment
Numerous assessments are available, but not all are effective, especially when it comes to high-stakes hiring. Psimas suggested that when evaluating assessments, look at the following qualities and ask if it is:
- Valid. Does it measure what it is intended to measure?
- Reliable. Does it produce consistent results over time?
- Fair. Is the assessment non-discriminatory and unbiased?
- Transparent. Are the processes and criteria clear to all stakeholders?
- Feasible. Is the assessment practical in terms of time and resources?
Widely-used assessments include:
- Minnesota Multiphasic Personality Inventory-3 (MMPI-3): This assessment is a broadband measure of adult personality and psychopathology. It is often used in hiring processes to evaluate measures of normal personality, collateral/background information, and clinical interview findings to determine a candidate’s psychological suitability for public safety work.
- Multidimensional Personality Questionnaire (MPQ): This personality assessment is often used to explore and clarify dimensions of personality during pre-employment screenings.
- Sixteen Personality Factor Questionnaire (16PF): This assessment assists with personnel selection and career development by measuring five primary management dimensions frequently identified to forecast management potential and style.
- Beck Scales: This family of assessments assesses mental health conditions such as anxiety and depression. They are often used to shape support resources and guide appropriate roles and responsibilities.
While an assessment helps identify good candidates, Psimas stressed that organizations should continue to support new and experienced hires so they can stay mentally healthy. “Corrections institutions can make strides by providing resources, such as access to mental health services and Employee Assistance Programs (EAPs),” she said. “Creating a supportive environment with buddy systems and mentoring programs also creates a healthy connection among co-workers.”
She added that leaders should also regularly check in with employees to discuss their well-being and offer training on stress management and mental health awareness.
“When hiring for high-stress positions like those in corrections, assessments are such a helpful tool to help identify candidates who are a good fit for the job, both in skills and in resiliency,” Psimas said. “At the same time, assessments are only one component of the selection process.” Interviews, education, experience and background checks help form the complete snapshot for a hiring decision.
Psimas added that once the job is filled, it is still essential to focus on the employee’s mental health. “Even after the hiring decision is made, corrections institutions can provide support and resources to ensure that a good hire remains a healthy, good fit.”
For more information on how Pearson can help support employees in high-stress roles, check out our dedicated Corrections page or HR Professionals page.