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RECRUITMENT TIPS

Before hiring, how much do you really know about an employee?

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 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. More than one-third of all companies declaring bankruptcy cited that they were "stolen out of business" by their employees.

Upper-Levels Pose Highest Risk

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, how 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 is a scientifically designed assessment tool that evaluates job applicants for integrity, substance abuse, reliability and work ethic, and empowers you with a structured system to objectively obtain better information, identify the best candidates and conduct better interviews.

The Step One Survey addresses the 21st century challenges that are increasingly eroding companies' productivity and profitability.

  • Unauthorised 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 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 candour 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 promotes positive behaviours 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. The Step One Survey belongs in every company's hiring system.”
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