Stop Hiring Liars: The Assessment That Uncovers the Truth!

Hiring new employees can feel like navigating a minefield. Many companies struggle with finding individuals who possess a strong work ethic and honesty, often leading to costly disruptions, theft, and high turnover rates. The uncomfortable truth is that a significant number of job seekers aren’t entirely truthful during the application and interview process.

Studies are revealing: one study found that 70% of workers admitted to lying on their resumes, with 37% frequently doing so. Another reported over 55% have lied at least once, often exaggerating experience, skills, and education. This pervasive issue means what a candidate

says and how they perform can be very different, causing numerous problems for your organization.

So, how can you protect your business from the costly consequences of dishonest hires? The answer lies in effective pre-employment assessments.

The Power of the Step One II Survey: Your Hiring Advantage

One powerful tool, the Step One II Survey, is designed to provide crucial insights into a candidate

before the first interview. This assessment offers valuable information across two main parts:

Part 1: The Quick Check and Red Flags

This section quickly gathers essential employment details: status, availability, schedule, recent salary, and supervisory experience.

Crucially, it excels at identifying inconsistencies and potential red flags. For example, if a candidate states they were fired but then claims they’ve never been fired, the assessment flags this discrepancy, providing you with a direct interview question to address it immediately.

It also delves into a complete employment profile, highlighting issues like quitting without notice, and even generates specific interview questions to explore these sensitive areas.

Furthermore, the assessment thoroughly investigates past behaviors related to theft—breaking it down into theft of money, property, data, or time. It helps gauge a candidate’s attitude toward theft, understanding that belief often dictates behavior. Imagine a candidate who is “unsure” if they’ve ever taken money from an employer; this assessment provides precise questions to gain clarity.

For organizations in the United States, the assessment can also cover illegal substance abuse and criminal convictions , offering insights that traditional background checks might miss or take longer to uncover.

Part 2: Unveiling Attitudes and Work Ethic

This section is particularly powerful as it focuses on an applicant’s attitudes, understanding that behavior aligns with attitude. It evaluates several key areas on a scale of one to nine:

• Integrity: Adherence to moral and ethical principles in the workplace. A low score (e.g., a three) indicates a tolerant attitude towards inappropriate borrowing or property appropriation.
• Substance Abuse: Attitude towards substance abuse in the workplace. A very low score (e.g., a two) suggests a high tolerance for such behaviors.
• Reliability: Attitudes concerning following procedures, dealing with authority, and working positively with others. A higher score (e.g., a seven) indicates a positive outlook.
• Work Ethic: Belief in the value of work and appropriate supervisory relationships. A low score (e.g., a three) might suggest a casual attitude towards what’s expected of them.

Perhaps one of the most critical features is the distortion scale. This built-in mechanism detects if a candidate is answering dishonestly or without frankness. If high distortion is flagged, it indicates that you cannot rely on the answers provided, potentially leading to immediate disqualification.

The assessment even provides additional interview questions based on these attitude scores, allowing you to delve deeper into a candidate’s thought process.

Improve Your Hiring Success

By integrating tools like the Step One II Survey into your hiring process, you gain a comprehensive, in-depth understanding of a candidate’s attitudes and past performance against critical criteria. This proactive approach, especially when combined with other job fit assessments, significantly improves your ability to hire reliable individuals with strong work ethics and integrity who are a good fit for the job.

Don’t let deceptive candidates disrupt your business. Explore how pre-employment assessments can help you uncover the truth and make more informed hiring decisions.

Want to see a sample report or learn more about how this assessment can benefit your organization? Check out this link