Hiring the right staff is one of the most important decisions for any business, and for Licensed Post Offices (LPOs), the stakes are even higher. Employees not only represent your brand but also handle sensitive services like identity verification, financial transactions, and customer interactions. That's why more and more LPOs across Australia are turning to personality profiling as a strategic tool in the hiring process.

Whether you're hiring full-time staff or short-term relief workers, platforms like LPOLocum help ensure that you’re choosing professionals who are not just skilled but also the right personality fit for your post office.

 What Is Personality Profiling?

Personality profiling involves assessing a candidate’s behavioural traits, work preferences, and emotional responses using standardised tools or questionnaires. The most common tools include:

• DISC Assessment – Measures dominance, influence, steadiness, and compliance
  
  
• Big Five (OCEAN) – Focuses on openness, conscientiousness, extraversion, agreeableness, and neuroticism
  
  
• Myers-Briggs (MBTI) – Categorises people based on cognitive preferences
  
  

While not a replacement for interviews or experience, profiling can uncover soft-skill strengths and weaknesses that aren’t always obvious on a résumé.

 Why Personality Matters in LPO Environments

LPO staff need to balance multiple demands, including:

• Handling queues and peak-hour pressure
  
  
• Dealing with sensitive ID documentation and financial services
  
  
• Engaging with a wide range of community members
  
  
• Managing complex retail systems and Australia Post compliance
  
  

As such, ideal LPO staff are typically:

• Reliable and detail-oriented (conscientiousness)
  
  
• Calm under pressure (emotional stability)
  
  
• People-focused and patient (agreeableness and communication)
  
  
• Able to work independently (self-motivated)
  
  

Personality profiling helps identify whether a candidate naturally exhibits these traits, giving employers more confidence in their hiring choices.

 How LPOs Are Using Personality Tests

Many LPOs now incorporate personality assessments during one or more of the following stages:

1. Pre-interview screening – Helps reduce time spent on unsuitable candidates
   
   
2. Shortlisting for relief roles – Especially useful when choosing between multiple qualified applicants
   
   
3. Team compatibility – Ensures a smooth cultural fit in small post office teams
   
   
4. Staff development – Helps identify training needs and communication styles
   
   

At LPO Locum, we encourage LPOs to consider soft-skill strengths when hiring relief staff — especially for roles requiring solo responsibility or frontline customer engagement.

Personality Traits That Work Well in LPO Roles

Should You Use Profiling for Relief Staff?

Yes, especially when hiring staff who will be representing your LPO without supervision.

Personality profiling gives you insights into whether someone:

• Will thrive in a high-trust, high-responsibility environment
  
  
• Can work well under pressure
  
  
• Has the right temperament for retail and public service
  
  

Platforms like LPO Locum allow you to review past performance and client feedback, which can serve as a practical, reputation-based alternative to formal profiling.

 Final Thoughts

In today’s competitive and compliance-driven environment, LPOs can’t afford bad hires. While resumes and interviews remain essential, personality profiling adds a valuable third dimension — helping you select candidates who are not only qualified, but emotionally suited to the role.

Whether you're hiring permanent staff or booking a locum, platforms like LPO Locum offer access to pre-vetted, reviewed, and experienced postal professionals who are already trusted by LPOs across Australia.

 Start making smarter hiring decisions.
Join LPO Locum today — and find staff who are the right fit for your business and your customers.