Honesty Testing

Ever hire someone who you later fired for stealing?

Ever hire someone who failed a random drug test?
Ever hire someone who didn’t think it was important to be on time for work?

If you can answer YES to any of the above questions, continue reading . . .

Before hiring, how much do you really know about an employee’s integrity, substance abuse, reliability & work ethic?

Employee surveys reflect the harsh realities of your applicant pool:

  • 56% of working people admit they have lied to their supervisors
  • 41% say they have falsified records
  • 64% admit using the Internet for personal reasons during working hours
  • 35% have stolen from their employers, by their own admission
  • 31% abuse drugs or alcohol
The Enemy Within

Recent industry estimates indicate that nearly 80% of computer crime is committed by “insiders,” at an estimated annual cost ranging from $100 million to as much as $1 billion. More than one-third of all companies declaring bankruptcy last year cited that they were “stolen out of business” by their employees.

Upper-Level Managers Pose Highest Risk

Employee theft and fraud averages about $2,000 per employee each year from your bottom line. While rank-and-file employees have opportunities to steal relatively small amounts, executives may embezzle tens of thousands – even millions of dollars from their employers. Could there be a better reason to hire people worthy of your trust?

What Questions Can You Ask?

Increasing lawsuits have made it extremely difficult, even illegal for you to ask important questions to determine the integrity of a job candidate. Past employers can be held liable for information they give you. If you choose to avoid hiring suspicious candidates, can you prove that you did not discriminate? In the absence of objective data, it is often impossible to demonstrate that your decision was made objectively, without regard to gender, race, age, etc.

Would you like an assessment that will help you to weed out potential problem employees? The Step One Survey II is the assessment you are looking for.

Reduce your risk and select the best employees.
The Step One Survey II is a scientifically designed assessment tool that evaluates job applicants for integrity, substance abuse, reliability, and work ethic. The SOS II empowers you with a structured system to objectively obtain better information, identify the best candidates, and conduct better interviews.

The Step One Survey II addresses the 21st century challenges that are increasingly eroding companies’ productivity and profitability.

  • Unauthorized use of the Internet
  • Using company email for personal use
  • Disclosing private and restricted computer data
  • Theft of office supplies and other company property
  • Clocking in or out for other employees
  • Revealing confidential information and/or trade secrets to outsiders
  • Inventory shrinkage
  • Carelessness
  • Unexcused absences
  • Tardiness
  • Drug use
  • Sub-par job performance
  • Fraud
  • Job-hopping

Features of the Step One Survey II Report

  • Quick Check – Providing a candidate’s employment status, availability to start, most recent salary, and supervisory experience.
  • Employment Profile – Concise employment history plus supporting interview questions.
  • Integrity – Summary of admissions regarding theft of money, property, data and time.
  • Substance Abuse – Admissions regarding the personal use and/or distribution of illegal and/or regulated substances.
  • Criminal Convictions – Admissions regarding criminal convictions.
  • Candidate’s Attitudes – Regarding Integrity, Substance Abuse, Reliability, and Work Ethic.
  • Graph – A visual summary of the candidate’s results.
  • Distortion Scale – Inconsistencies are also considered as valuable indicators in the accuracy and/or candor of responses.
  • Structured Interview Questions – Relating to key issues identified in their responses. Questions are worded in an open-ended manner to stimulate discussion, reduce litigation risks, and conduct the most effective interview for each candidate.

Step One Survey II is fast and easy to use

  • Job applicants can take the SOS II anywhere in the world there is access to the Internet, or using a paper/pencil booklet method.
  • Results are available instantly over the Internet when you need to make quick decisions.

Step One Survey II promotes positive behaviors in your company:

  • An honest day’s work for a full day’s pay
  • Promptness
  • Conscientious use of company time and resources
  • Confidentiality of proprietary data and other information
  • Dependability
  • Employee loyalty
  • Increased productivity

Avoiding hiring mistakes is good business. Step One Survey II belongs in every company’s hiring system.

To learn more about how the Step One Survey II can make a difference in your organization, contact us at 800-262-6403 or send us an email at profiles@imrtn.com.

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Still not convinced? Contact us by email or call 800-262-6403. We answer the phone between 8:30 a.m. and 5 p.m. Eastern Time. Greg will be glad to discuss your needs and how the Step One Survey II can help.

What are you waiting for? I hear turnover happening!

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