Tools that use the Attitude assessment’s measurements:
Pre-Hire Attitude
The Attitude tool shows the candidate’s attitudes toward work and work-related issues by measuring for counter-productive behaviours.
Attitude
Attitude Assessment
What “Attitudes” are walking into your company? The Attitude assessment measures counter-productive behaviours such as “Hostility” and “Dependability”, along with others, during the pre-hire screening process.
For example, we hear the stories frequently of employees taking advantage of customer and employee personal information. Just being careless can cost the company it’s reputation and money to recover from inappropriate use of information. Measure attitudes toward misuse of company computers and confidential information.
Do you know what shrinkage from theft is costing you? Theft is on the rise from a surprising group, perhaps from employees who have been productive and honest but now face desperate times. Screening for poor attitudes around honesty and theft is critical.
Screening out applicants with lenient attitudes towards these counterproductive behaviour leads to:
- Reduced shrinkage
- Reduced absenteeism
- Lower levels of inappropriate workplace behaviour
- Reduced involuntary turnover
Employing candidates that are inherently less likely to engage in theses counterproductive behaviours will mean that you are employing candidates that are likely to contribute positively to a high reliability culture within the organisation.
Scales Measured:
Hostility (Aggression)
Describes the degree to which the person is not able to suppress angry feeling but rather expresses anger physically or verbally to co-workers and thus poses a real risk in the workplace.
Conscientiousness (Dependability)
Describes the degree to which the individual lacks persistence, work motivation, and organisation, ranging from being lackadaisical and careless to being highly disciplined and dependable.
Integrity (Honesty)
Involves the degree to which the person is likely to engage in pilferage, short-changing customers, falsifying expense accounts, lying to protect him- or herself, exaggerating one’s job qualifications and other acts of dishonesty.
Good Impression (Faking)
A validity scale that measures the degree to which the person has responded truthfully to the test items or is responding in such a way as to make a good impression.
Additional Scales Measured (optional):
Substance Abuse
Describes the possibility that this person might use illegal drugs or alcohol while at work, might show up for work either drunk or high or badly “hung over,” and thus pose a safety risk because of impaired perception or judgement.
Sexual Harassment
Involves the likelihood that this person will ask co-workers for sexual favours, make sexual remarks that upset colleagues, tell “dirty jokes,” or otherwise behave inappropriately at work.
Computer Misuse
Describes the possibility that this person might abuse the organisation’s computers to send and/or receive personal e-mails, “surf the Web,” transact personal business, or otherwise violate company computer-use policies.