I have had the pleasure of talking with many of you in the last few weeks and there seems to be a common theme.  Getting 2010 put behind us is a large goal, because in 2011, there is a little more budget to hire again.  Starting January 1, there are many of you that have aggressive hiring goals, especially in the first quarter.

There are three times when you can deal with people problems: before you hire them, while they are working for you, and when you let them go.  The most inexpensive time you can deal with people problems is before you hire them.  Once you hire them or have to let them go, dealing with a people problem can be very expensive.  So how can you better protect your company before you begin your aggressive hiring program?

Step One Survey II (SOS II) Employee Survey

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

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.

Reduce your risk and select the best employees. The Step One Survey II is a scientifically designed assessment tool that evaluates job applicants’ attitudes 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 Internet use
• 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, cost effective, and easy to use

• Job applicants can take the SOS II, in about 20 minutes, anywhere in the world there is access to the Internet or by using a paper/pencil booklet method.
• Results are available instantly over the Internet when you need to make quick decisions.
• Cost, per assessment, is about the same as a background check or drug screen, and the SOS II has been shown, in many cases, to be more effective.

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