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Step One Survey II Product Briefing

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What It Takes to Build a High Performance
Workforce
Select the
Right People
 Integrity
 Substance Abuse
 Reliability
 Work Ethic
 Job Match
Make Managers
More Effective
 Appraising
Management Techniques
 Improving
Communication Skills
 Developing
Leadership Competencies
Accelerate
Employee Productivity
 Retaining Top Performers
 Training Needs
 Coaching Employees
 Engaged & Competent
Workforce
High Performance Workforce Solution

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A recent SHRM (Society of Human Resource
Management) report revealed:
 As high as 85% of resumes contain
deliberate omissions of facts or false
information
 Most hiring decisions are made in the
first 4.3 minutes of an interview
 The majority of Hiring Managers base a
hiring decision on:
Experience
Who the applicant knows
Education
How much money the applicant
requires
Danger!
Using a subjective hiring process limits resources in a hiring
decision

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 56% admitted lying to their supervisors
 41% admitted falsifying records
 35% admitted stealing from employers and
 31% admitted abusing drugs or alcohol.
American businesses annually suffer $400 billion in losses
because of employee fraud and theft! That's $9.00 per employee
a day!
It is estimated that 36,000 companies are “stolen out of business”
every year -- by their employees!
A recent SHRM survey of employed people
revealed that:

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Providing essential information about a prospective employee’s honesty,
reliability, attitudes toward substance abuse ,theft and their work ethic
Initial Screen
“Match potential employees
to the values, work ethic
and integrity of the
business
Used for:
•Reducing employee theft & fraud
•Reducing loss of confidential
information, trade secrets and computer
data
•Reducing drug testing costs
•Reducing absenteeism & tardiness
•Reducing lost time due to
unauthorized computer, internet, and
email usage
•Selecting honest, hard working
employees who show up to work

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“This score represents an
applicant’s attitudes
concerning theft of money,
property, data or time.
• Expresses a low level of
respect for the property of
others
• Tends to rationalize
larcenous behavior
• Accepts a situational
perspective concerning theft
• Respects property
• Avoids rationalizing
larcenous behavior
• Socially responsible
HighScores
LowScores
Integrity

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HighScores
LowScores
“This score represents an
applicant’s attitudes
concerning personal use or
distribution of illegal
chemical substances.
• Takes an open-minded
approach concerning illegal
drug use
• Tends to rationalize drug
use on the job
• Tends to disregard the
safety issues associated with
drug use in the workplace
• Condemns illegal drug use
• Understands the safety
issues related to drug use
on the job
• Does not create
rationalizations for drug use
Substance Abuse

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HighScores
LowScores
“This score represents an
applicant's attitudes
concerning following
procedures, dealing with
authority figures, being
honest and working
positively with others in the
workplace.
• Is not particularly trustful of
the motivations of others
•Tends to rationalize their
cautious behavior
•Co-operative relationships at
work may not be important to
them
• Has confidence in the
motivations of others
• Accepts rules
• Understands the
importance of accountability
Reliability

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HighScores
LowScores
“This score represents an
applicant’s belief in the
value of work and
appropriate supervisory
relationships in the
workplace.
• Prefers a great amount of
personal freedom at work
• Tends to rationalize careless
performance
• Attitude about authority may
be quite casual
• Accepts the restraints of
typical office procedure
• Understands the need for
compliance with rules and
standards
• Understands that their
superiors may play a different
role than they do
Work Ethic

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Acceptable – The assessment
can be used as part of the
decision making process
Unacceptable – Distortion was
detected – the results of the
assessment may contain invalid
data – DO NOT USE the
assessment as part of the
decision making process
Understanding Distortion

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A Review of the Assessment

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Part One
Quick Check
Inconsistent Responses
Employment Profile
Theft
Illegal Substance Abuse
Criminal Convictions
(Attendance)
Part Two
Applicants Attitudes
Structured Interview
Graph
Looking into the Reports

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What’s an appropriate starting point?

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Must Do
1.Check Distortion
2.Check Attitude Scores
3.Review Critical Issues
4.Review Part I – Direct
Admission
Step One Survey II ™
Reading the SOS II

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What Do You Do?
1.How much weight is the SOSII?
2.What do you do with all of the
Candidate’s information?
3. How do you make your final
decision?
Step One Survey II ™
Decision Time

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