www.assess-systems.com | 972.233.6055

How Much is a Bad Hire Costi ng You?Poor Hires:

• Increase theft & liability issues• Drive customers away• Damage your reputation

Industry Research Shows:• Bad hires cost an organization thousands of dollars in lost

business.• In retailing alone, employee theft cost companies $34.5 billion

in 2011, accounting for 43.9 percent of total losses.*

Comprehensive research on over 100,000 candidates shows that those scoring High Risk on Assess Risk were:

• 15 times more likely to have stolen from employers in their last 4 years of work

• 10 times more likely to use illegal drugs before or during work

• 10 times more likely to have taken a sick day without really being ill

X

X

X

*National Retail Security Survey

% of Candidates Admitti ng to Negati ve Behaviors

High Risk

Low Risk

1 1 x more likely to behave badly

1%

11% 10 9 8 7 654 32

Assess RiskTM accurately identifi es and screens out high-risk candidates -- helping organizations increase the dependability of their workforce.

Assess RiskTMAssess RiskTMAssess Risk accurately identifi es and screens out high-risk candidates -- helping organizations increase the dependability of their workforce.

“There is no such thing as a minor lapse of integrity.” Tom PetersCo-Author, In Search of Excellence

www.assess-systems.com | 972.233.6055

Specifi c questions to identify problematic attitudes and behavioral concerns

Overall Risk Index with Score

Specifi c questions to identify problematic attitudes and behavioral concerns

Overall Risk Index with Score

Assess Risk Provides Powerful Insights for the Hiring Manager

• Risk Analysis Index helps prioritize candidates based on risk level.

• Seventeen sets of Realistic Job Preview/Screening Questions identify candidates who are willing to do the tasks required in your job environment.

• Specifi c details provided on candidates’ responses in order to understand their attitudes and tendencies before they are hired.

• Dynamic Interview Guides provide in-depth questions for the interview, plus candidate-specifi c probes based on responses to the Assess Risk questionnaire.

Risk Analysis Index:

A measure of the candidate’s risk of displaying low personal integrity or work ethic.

Counterproductive Behavior Questionnaire Categories:

The table presents the candidate’s results for each subscale.

Flagged areas should be probed in the interview.

High Risk

(Bottom 15%)

Moderate Risk

(Bottom 30%)

Lower Risk

(30% - 50%)

Lowest Risk

(Top 50%)

X

Subscale High Risk* Okay

*If fl agged, see interview probe suggestion(s) in later section.

X

X

X

X

X

X

ILLEGAL DRUG USE(3 possible questions)

THEFT(4 possible questions)

JOB COMMITMENT(9 possible questions)

WORK ETHIC(8 possible questions)

RESISTANCE TO DIRECTION(4 possible questions)

SAFETY(4 possible questions)

JOB COMMITMENT (9 possible questions)

• How long have you worked at your current job or last job if not now employed?...Less than 3 months• Most supervisors accept that you cannot always be on time for work...Agree• Most supervisors accept that you cannot always call in for an absence...Agree

Most supervisors accept that you cannot always be on time for work...AgreeMost supervisors accept that you cannot always call in for an absence...Agree

Safety Attitudes: Tell me about a time when you felt justifi ed working around a safety rule or policy. What was the situation? What was the safety rule and what was the advantage of working around it? Have you ever been involved in a safety incident at work (a situation where you or someone else was injured or could have been)? What was the situation? (Listen for a tendency to work around safety rules or disobey policies and procedures, especially if it saves time or effort.)

*If fl agged, see interview probe suggestion(s) in later section.

JOB COMMITMENT(9 possible questions)

WORK ETHIC(8 possible questions)

RESISTANCE TO DIRECTION(4 possible questions)

SAFETY(4 possible questions)

JOB COMMITMENT (9 possible questions)