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The Step One Survey II was designed to be used as the first step to evaluate the credentials of your prospective job applicant. All of the questions on the assessment are structured in an open, interview type format so they are easy for the applicant to understand and respond.
The Step One Survey II is broken into two parts. First, it evaluates the candidate by asking direct-admission questions regarding their recent work history, drug and alcohol usage, and asks a series of integrity related questions. It also posses a series of basic questions about when the applicant can start work, their availability, recent salary and some information about their experience with supervision of others. The second part of the assessment is focused toward the applicant's beliefs with regard to integrity, reliability, substance abuse and it assesses their work ethic.
The results of the Step One Survey II provides you with descriptions of each factor being measured and gives you structured interview questions that are based on the applicant's responses that you can use during a follow-up interview.
All of the information in the Step One Survey II is organized into an easy-to-follow manner with bar graphs that give you a visual summary of the applicant's results. Any areas of concern and/or inconsistency in the applicant's responses are brought forward and described with a legal interview question you can use to probe the issue in more detail. The results will also outline evasive answers the applicant provided that may be areas of concern. |
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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
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"Chances are good that up to 66% of your company's hiring decisions will prove to be mistakes in the first twelve months."
Peter Drucker, Management Consulting |
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.
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?
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.
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 Canadian 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
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- - Providing a candidate's employment status, availability to start, most recent salary, and supervisory experience.
- - Concise employment history plus supporting interview questions.
- - Summary of admissions regarding theft of money, property, data and time.
- - Admissions regarding the personal use and/or distribution of illegal and/or regulated substances.
- - Admissions regarding criminal convictions.
- - Regarding integrity, substance abuse, reliability, and work ethic.
- - A visual summary of the candidate's results.
- - Inconsistencies are also considered as valuable indicators in the accuracy and/or candor of responses.
- - 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.
- 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.
- 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
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Canadian Step One Survey II Case Study
A medium-sized hotel sits of the banks of a beautiful river in a metropolitan area of about 250,000 people. It has earned the reputation as a leader in its market for over 15 years. The hotel houses a fine dining restaurant and extensive meeting and banquet facilities. It enjoys a good relationship with the nearby university and major local manufacturers who regularly lodge their clients and guests and hold their meetings at the hotel.
Unfortunately, the people side of the operation was a bit more troublesome than was apparent to the casual observer. The new hire - failure rate exceeded 85%, with 74% of those new hires failing in less than six months. In fact, 50% left voluntarily or were fired within the first 60 days.
Early in 2002, management at the hotel began using the Step One Survey™ in their hiring process. Management used the SOS reports to guide the interview process and used assessment scores as a guide for hiring decisions. Occasionally the hiring team occasionally decided to hire individuals whose patterns of scores were in the low range, when offset by a good reference from a previous employer, or a personal relationship with a hotel employee. This process resulted in a reduction in the new hire - failure rate to 62%, while the rate of six-month failures dropped to 50%. While the reduction was certainly a positive effect, and the cost-benefit ratio was a favorable number, the hotel felt that continued improvement was possible with a more systematic approach, and their Profiles representative agreed. The data from the first year was analyzed, and criteria for hiring was established based on the data. In order to be considered for hire, an applicant could not have a distortion score below four, or any two scale scores below four. History evidenced that applicants that fell below the criteria were 40% more likely to fail than applicants above that level.
The graph below illustrates the outcome. When the criteria scoring approach was combined with the SOS interview tools, the hotel reduced new hire failures to 26% (well below the industry average), with virtually all of the failures occurring in the first six months of employment. An analysis of the new data illustrated that another adjustment of the criteria could be accomplished within the limits of the applicant pool and still allow the hotel to fill jobs as necessary. This new criteria (no single score below four) is expected to further reduce the new hire - failure rate to about 19%. Cost-benefit ratios for the assessment program are now about 1:38, and improving!
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Articles
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by Dave Kahle
Good question! It seems that everyone has a favorite response. Some people only use recruiters, and others swear by networking. But classified ads continue to be the most common choice. Almost everyone who hires salespeople will, at some time, search for prospects via the "help wanted" section.... [Read more]
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A good-sized credit union is thoroughly committed to a learning culture, and development of superior leadership from within its own ranks. It was a natural step in their evolution to institute a strategic hiring system with multiple goals; to reduce turnover and increase retention of quality employees, to improve the overall quality of employees hired, and to hire people who were likely to succeed and develop within their service and sales oriented culture. To accomplish these goals the credit union.... [Read more]
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The age-old confusion between correlation and causation is alive and well throughout our daily living. For example, everyone knows that higher speed limits cause more highway deaths, right? Actually, today's higher speed limits, combined with better vehicle design, have resulted in a traffic fatality rate that is less than half what we had under the national 55-mph limit! Which part is correlation, which causation? The same kind of question, and confusion, may lead us to false conclusions about the success or failure of our attempts to make positive change in work-related outcomes..... [Read more]
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Step One Survey II Testimonials
"I wanted to take this opportunity to tell you how delighted we are with the Step One Survey. After interviewing over a dozen applicants we found the Step One Survey to be a useful inexpensive tool to help us screen applicants. The survey is beneficial for asking all the questions we should have and then suggesting follow up questions in areas that need more explanation."
Ed Boerman, President
"Step One has proved to be a useful tool in gauging employee work ethic, integrity and propensity to substance abuse. We use the test as part of the interview process. The face-to-face interview, reference checks and Step One test all play equal roles in determining the success of a candidate. We have determined that Step One is very accurate in identifying potential problem areas."
Margo Stewart, Human Resources Manager
"I've been receiving very important feedback from the Step One Survey™ screening program. It has enabled me to learn insightful information prior to employment about an individual’s attitudes as they relate to honesty/integrity, substance abuse, reliability and work ethic that ordinarily wouldn't be discovered until after someone is employed - then it's too late! Also, the direct admission portion provides open-ended interview questions that make the interview more structured and effective."
Judie Posner, Human Resources Manager
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Frequently Asked Questions?
A. Information about a candidate's: past employment illegal substance use employment-related problems computer / internet / email abuse theft of an employer's money, property, data, etc...
A. It only takes about 20 minutes for the candidate to complete the entire assessment. Once they are finished it is scored immediately so you get the results very quickly.
A. The Step One Survey II can be administered from any computer that is connected to the internet.
A. The assessment is most often used as a pre-hire tool to provide useful information or as a tool for... reducing employee theft and fraud reducing loss of confidential information, trade secrets, and computer data reducing drug testing cost reducing absenteeism and tardiness reducing lost time due to unauthorized computer, Internet, and email usage selecting honest, hard working employees who show up for work
A. 2003
A. Yes and No. After using this tool on many applicants, you can review those who were hired and see if there is a correlation between their scoring and performance. Once you have seen the average scores of those who have done well in your organization, you can then use this as a standard for future Step One Assessments. Once you begin ordering, we will forward you a tracking spreadsheet which can be used to put down the results of applicants you have hired. For additional information call us at 800-331-1287.
A. The fee structure depends on the quantity of assessments that you purchase. To get a full outline of the cost request a sample report.
A. As many as you would like. Just make sure you have the name and email address of each applicant. We want you to be able to differentiate the assessments you will receive.
A. You can have the assessments sent to you, your human resource director, or your testing center. When you purchase the assessments, you will need to tell us what email address you want each participant's assessment login information sent. You also have the option of ordering booklets which can be ordered as opposed to doing the Step One Survey II online.
A. No, as long as you have the applicants' email address, you can have them take the assessment on their time, not yours! Upon completion of the assessment, you will receive the results immediately. The applicant will not see the results.
A. You or the applicant will be sent instructions and a link to the testing center after you have purchased your assessments. Please allow one business day for the assessment to get to you or your applicants.
A. Upon ordering your assessments, you will be asked to put in the email address of the person you would like the results sent. In most cases, this is the person doing the hiring (yourself, Human Resource Director, or Sales Manager).
A. The assessment measures attitudes regarding... personal integrity substance abuse reliability work ethics
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