Reduce Risk by Identifying Reliable Candidates

Step One Survey II

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How can you tell whether the people you hire have integrity, are responsible, are drug-free, and are hardworking? The answer to that question is to use the Step One Survey II™ in the job applicant screening process.

  • Reduce employee theft
  • Increase productivity
  • Decrease turnover
  • Reduce drug testing expenses and decrease substance abuse
  • Ensure work ethic, reliability, and integrity

With this tool, you'll gather information about job applicants’ attitudes toward stealing, acting responsibly in the work place, using drugs and giving a full day’s work for a full day’s pay.

The Shocking Cost of Employees' Lack of Integrity

Many of the problems you face as an employer results from a lack of employee integrity. The U.S. Chamber of Commerce has studied the reasons businesses fail and has concluded that employee theft contributes to a third of business failures. It can be said these employers have their businesses literally stolen from them by their employees.

How The Step One Survey II Measures Integrity

The Step One Survey II not only measures attitudes toward integrity, it also measures a job applicant’s attitudes about personal responsibility, drug use and work ethics. The Step One Survey II is a new concept in honesty evaluations that is a step ahead of traditional integrity tests on the market.

The developers of the Step One Survey II employed an innovative technique in developing this 21st century hiring tool. While many other integrity tests were designed to be paper and pencil lie detectors, the Step One Survey II uses an entirely different concept.

Section I uses direct admission questions to explore an applicant’s attitudes and background, while Section II compares the applicant’s responses with those of two distinctly different groups – recently released ex-convicts and long-term retail store employees with excellent work histories. The ex-convicts’ crimes were predominantly offenses dealing with theft and drug use. Test items for the Step One Survey II consist of questions in which there were statistically significant differences between the two groups.

By administering the Step One Survey II to prospective employees, you can tell whether your employees and candidates think like people who have been convicted of serious crimes or people who have histories of integrity, responsibility and drug-free, long-term employment.

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Making The Difference Between Your Success or Failure

The Step One Survey II can make the difference between having a profitable, successful business and one that fails. It is an economical tool to help any organization protect its valuable assets and prevent expensive liability issues.

  • Save management time – Reduce your candidate screening time and interview only those who can be winners.
  • Increase productivity – You can't train for work ethic or reliability. Know if a candidate is going to show up for work on time, or at all, and if they're going to put in a full days work before you hire them.
  • Reduce hiring costs – Know how likely it will be that a candidate will fail your drug test.
  • Save money – Reduce the risk of hiring someone who is going to steal from you.
  • Save 20 - 30 minutes of interviewing time per candidate – Generate valuable reports that detail key candidate employment data and history.
  • Save administrative time – Download candidate application data directly to EEO reporting programs.
  • Decrease overhead costs – Administer assessments and review reports quickly with an easy-to-use online interface.

 

   
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