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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
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 last year cited that
they were "stolen out of business" by their
employees.
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?
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. TABIC
has an effective hiring tool that empowers employers.
The Step One Survey II is a scientifically
designed assessment tool that evaluates job applicants
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 21 st century challenges that are increasingly eroding
companies' productivity and profitability.
• Unauthorized 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
– Providing a candidate's employment status, availability
to start, most recent salary, and supervisory experience.
– Concise employment history plus supporting interview
questions.
– Summary of admissions regarding theft of money,
property, data and time.
– Admissions regarding the personal use and/or
distribution of illegal and/or regulated substances.
– Admissions regarding criminal convictions.
– Regarding Integrity, Substance Abuse, Reliability,
and Work Ethic.
– A visual summary of the candidate's results.
– Inconsistencies are also
considered as valuable indicators in the accuracy and/or
candor of responses.
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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.
• Job
applicants can take the SOS II anywhere in the world
there is access to the Internet, or using a paper/pencil
booklet method.
• Results are available instantly over the Internet
when you need to make quick decisions.
• 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.
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| Personal Integrity |
Reliability |
| Work Ethic |
Substance Abuse |
• Used For:
Reducing employment theft and fraud. Reducing loss of
confidential information, trade secrets, and computer
data. Reducing absenteeism and tardiness. Reducing
lost time due to unauthorized computer, Internet, and
email usage. Selecting honest, hard working employees
who show up for work.
• Time to Take: 20 minutes
• Administration: Online or Pencil
/ Paper
• Report Types: 2 Reports
• Results Turnaround: Immediately
Spec sheet is in Adobe Acrobat PDF Format. Download
Acrobat Reader
Sample Report is in Microsoft Word.
Your virtual online Assessment Center
can be set-up and implemented in no time at all. Because
it is a web-based system, there is no software to install
or hardware to buy. You can log on 24 /7 from work,
home, hotels, or anywhere there is Internet connectivity.
TABIC has the ability to network your entire organization,
which makes administering assessments and getting results
easier than you ever thought possible. Scheduling a
candidate or employee for an assessment is simple–log
in—entering brief candidate or employee information–and
your Virtual Assessment Center does the rest! Call (206)
284-4387 or email us at rogerlharris@tabicpro.com.
Once your order is processed, we’ll configure
and launch your secure assessment center for your organization.
And because it's a web-based system, there's no software
to install or hardware to buy.
TABIC will train and guide you through
the system. You will learn to schedule individuals
to be assessed, how to generate reports, and much more.
Next, we activate your web site account with the number
and type of test units you ordered. Scheduling
a candidate or employee for an assessment is simple–log
in, enter brief candidate or employee information, and
your Virtual Assessment Center does the rest!
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