SOSII Presentation

© 2011 Profiles International, Inc. All rights reserved.

Step One Survey II Product Briefing


What It Takes to Build a High Performance Workforce

Select the Right People Integrity

Substance Abuse Reliability Work Ethic Job Match

Make Managers More Effective Appraising

Management Techniques

Improving Communication Skills

Developing Leadership Competencies

Accelerate Employee Productivity Retaining Top

Performers Training Needs Coaching Employees Engaged & Competent

Workforce

High Performance Workforce Solution


A recent SHRM (Society of Human Resource Management) report

revealed:

As high as 85% of resumes contain deliberate omissions of facts or false information

Most hiring decisions are made in the first 4.3 minutes of an interview

The majority of Hiring Managers base a hiring decision on:

ExperienceWho the applicant knowsEducationHow much money the applicant requires

Danger! Using a subjective hiring process limits resources in a hiring decision


56% admitted lying to their supervisors 41% admitted falsifying records 35% admitted stealing from employers and 31% admitted abusing drugs or alcohol.

American businesses annually suffer $400 billion in losses because of employee fraud and theft! That's $9.00 per employee a day!

It is estimated that 36,000 companies are “stolen out of business” every year -- by their employees!

A recent SHRM survey of employed people revealed that:


Providing essential information about a prospective employee’s honesty, reliability, attitudes toward substance abuse ,theft and their work ethic

Initial Screen

“”

Match potential employees

to the values, work ethic and integrity of

the business

Used for:

• Reducing employee theft & fraud

• Reducing loss of confidential information, trade secrets and computer data

• Reducing drug testing costs• Reducing absenteeism &

tardiness• Reducing lost time due to

unauthorized computer, internet, and email usage

• Selecting honest, hard working employees who show up to work


“”

This score represents an applicant’s

attitudes concerning theft of money,

property, data or time.

• Expresses a low level of respect for the property of others

• Tends to rationalize larcenous behavior

• Accepts a situational perspective concerning theft

• Respects property

• Avoids rationalizing larcenous behavior

• Socially responsible

1 2 3 4 5 6 7 8 9

Hig

h

Score

s

Low

S

core

s

Integrity


Hig

h

Score

s

Low

S

core

s“”

This score represents an applicant’s

attitudes concerning personal use or

distribution of illegal chemical substances.

• Takes an open-minded approach concerning illegal drug use

• Tends to rationalize drug use on the job

• Tends to disregard the safety issues associated with drug use in the workplace

• Condemns illegal drug use

• Understands the safety issues related to drug use on the job

• Does not create rationalizations for drug use

Substance Abuse

1 2 3 4 5 6 7 8 9


Hig

h

Score

s

Low

S

core

s

“

”

This score represents an applicant's

attitudes concerning following procedures, dealing with authority figures, being honest

and working positively with others in the

workplace.

• Is not particularly trustful of the motivations of others

• Tends to rationalize their cautious behavior

• Co-operative relationships at work may not be important to them

• Has confidence in the motivations of others

• Accepts rules• Understands the

importance of accountability

Reliability

1 2 3 4 5 6 7 8 9


Hig

h

Score

s

Low

S

core

s“”

This score represents an applicant’s belief in the value of work and

appropriate supervisory

relationships in the workplace.

• Prefers a great amount of personal freedom at work

• Tends to rationalize careless performance

• Attitude about authority may be quite casual

• Accepts the restraints of typical office procedure

• Understands the need for compliance with rules and standards

• Understands that their superiors may play a different role than they do

Work Ethic

1 2 3 4 5 6 7 8 9


Acceptable – The assessment can be used as part of the decision making process

Unacceptable – Distortion was detected – the results of the assessment may contain invalid data – DO NOT USE the assessment as part of the decision making process

Understanding Distortion


A Review of the Assessment


Part OneQuick CheckInconsistent ResponsesEmployment ProfileTheftIllegal Substance AbuseCriminal Convictions (Attendance)

Part TwoApplicants AttitudesStructured InterviewGraph

Looking into the Reports







What’s an appropriate starting point?


Must Do

1.Check Distortion

2.Check Attitude Scores

3.Review Critical Issues

4.Review Part I – Direct Admission

Step One Survey II ™

Reading the SOS II


What Do You Do?

1.How much weight is the SOSII?

2.What do you do with all of the Candidate’s information?

3. How do you make your final decision?

Step One Survey II ™

Decision Time


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SOSII Presentation

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