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The Step One Survey Frequently Asked Questions
How long does the survey take?
A: Approximately 20 minutes for the applicant to take (over the Internet), with reports generated and electronically delivered immediately thereafter.
How difficult will be to integrate the Step One Survey into my existing hiring process?
A: There is virtually no disruption to your existing process. You can be set up to administer the Step One Survey today! Web-based administration and delivery of results is seamless. You now simply have an additional – yet indispensable – tool to make more informed hiring decisions, faster.
What type of behaviors does Step One help to predict?
A: Attitudes and behavioral tendencies toward honesty and reliability.
What kinds of companies use the Step One?
A: Companies of any size, in most any industry will benefit from using the Step One Survey.
How much does Step One cost?
A: Pricing is based on volume purchased. Please contact us for a custom quote.
How much do the reports cost?
A: All reports are included with the price of the survey.
Where will I see the ROI?
A: Your return on investment will be most evident with greatly reduced hiring cycles and reduced turnover that comes with successful hiring of long-term, hardworking employees.
What kinds of reports does the Step One generate?
A: A one-page 'Quick Check' that summaries employment status, availability, recent salary and supervisory experience; it also provides a quick 1-9 scale overview for integrity, reliability and work ethic. A second report provides a detailed overview and interpretation of the results, as well as structured interview questions and a distortion factor. See also Reports section.
What are Step One results used for?
A: To expedite the screening process, quickly highlight suitable candidates and make well-informed hiring decisions.
How can I get a sample report?
A: Please visit Request Samples section.
What is a "distortion factor"?
A: This is the degree to which the respondent has answered the questions truthfully. A higher score indicates a higher level of candor.
Should candidates with low distortion factors not be considered?
A: Low distortion factors are most likely the result of a candidate to provide the "correct" answer to look good, as opposed to the most truthful answers. The distortion factor is simply a reflection of the reliability of the results, not the honest of the candidate. As such, candidates should not be overlooked based on their distortion factor.
How does the survey define "integrity?"
A: Integrity score represents an applicant's attitude concerning theft of money, property, data or time.
High integrity - clearly understands conventional wisdom concerning theft/property ownership.
Low integrity - less likely to express attitudes of respect for the material, monetary and abstract property of others.
How does the survey define "reliability"?
A: Reliability score represents an applicant's attitudes concerning following procedures, dealing with authority figures, being honest and working positively with others in the workplace.
High reliability - has solid understanding of what is expected of an employee to be considered prompt, trustworthy and accountable.
Low reliability - tends to express a lack of appreciation for rules and restrictions, whether he or she actually obeys the rules or not.
How does the survey define "work ethic?"
A: Work Ethic score represents an applicant's attitudes concerning his or her perception of the relative value of work and supervisory relationships.
High work ethic - has a clear understanding of what is expected of an employee to be considered principled and compliant in the workplace.
Low work ethic - tends to express a lack of appreciation for the principles typically considered to be representative of ethical and compliant behavior in the workplace.
Should I use the Step One Survey to learn more about existing employees?
A: No. The Step One Survey is specifically designed as a pre-employment/pre-screening tool.
What kinds of questions does the Step One Survey ask my applicants?
A: The first part of the survey asks direct admission questions – questions that need to be asked, but which some interviewers might be uncomfortable asking (like "Have you ever taken company property home with them.) The second part of the survey is focused on general attitudes toward integrity, reliability and work ethic.
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