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 indicates 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-Levels Pose Highest Risk

Employee theft and fraud put thousands of companies out of business every year. The average cost of employee theft and fraud is over $2,000 a year, according to experts who have studied the problem. Thus, there is a need for a tool that helps employers hire more trustworthy people with integrity and responsibility who are hardworking. That tool is Profiles' Step One Survey II™.

The Step One Survey II is a structured interview that gathers essential information about a job candidate's history of risky workplace behavior, misuse of company resources, email and Internet abuse, trust with the company's proprietary information and confidential data, and other factors an employer ought to know before making a job offer. The survey also examines attitudes regarding integrity, personal responsibility, and work ethic. Results are presented in a straightforward, unambiguous report that also suggests probing interview questions to help identify the best candidates.

A lack of employee integrity can be the root cause of many problems a company faces. The U.S. Chamber of Commerce says employee theft contributes to a third of business failures. Put another way, thousands of employers have their businesses stolen by the people they thought were working for them.

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.

Profiles International has an effective hiring tool that empowers employers.

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.

The innovative approach of Step One Survey II is different from integrity instruments designed as paper and pencil lie detectors. Step One Survey II asks direct admission questions to explore an applicant's work history, employee theft, computer abuse, and handling of confidential data. A set of inferential questions measures the integrity issue attitudes of job candidates. Results take the form of a concise report that flags responses that could be of concern. The report suggests interview questions for learning more about a candidate?s behaviors and attitudes. This is information an employer needs before making a job offer.

Download Sample Full Report
Download Sample Quick Check Report

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