Step One Survey II Solves a Vital Business Problem
It’s a startling fact-the cost of employee theft and fraud averages $9 a day per employee! That’s about $2,000 a year per employee, according to experts who have studied the problem. Businesses need a tool that helps them employ hire more trustworthy people with integrity and responsibility who are drug-free and hardworking. That tool is Profiles’ Step One Survey II.

Essential Information About a Job Candidate
The Step One Survey II is a structured interview, a scientifically designed assessment tool, that gathers essential information about a job candidate’s

• history of risky workplace behavior
  
• use of drugs and alcohol
  
• misuse of company resources
  
• email and Internet abuse
  
• trust with the company’s proprietary information and confidential data
  
• other factors an employer ought to know before making a job offer

 The survey also examines attitudes regarding integrity, personal responsibility, drug use, and work ethic. Results are presented in a straightforward, unambiguous report that also suggests probing interview questions to help identify the best candidates.

Integrity Issues? Avoiding Hiring Mistakes is Good Business!
A lack of employee integrity can be the root cause of many problems a company faces. The U.S. Chamber of Commerce says employee theft contributes to a third of business failures. Put another way, thousands of employers have their businesses stolen by the people they thought were working for them.

The innovative approach of Step One Survey II is different from integrity instruments designed as paper and pencil lie detectors. Step One Survey II asks direct admission questions to explore an applicant's work history, drug and alcohol use, criminal convictions, employee theft, computer abuse, and handling of confidential data. A set of inferential questions measures the integrity issue attitudes of job candidates. Results take the form of a concise report that flags responses that could be of concern. The report suggests interview questions for learning more about a candidate’s behaviors and attitudes. This is information an employer needs before making a job offer. It makes sense, because before you hire, you should know:

• Can this applicant be trusted?
  
• Is this applicant dependable?
  
• Will this applicant be a long-term, hard-working employee?
  
• Is this applicant drug-free?

Immediate Feedback Before You Hire
The following report results are immediately available to the hiring decision maker:

Quick Check – Providing the candidate’s employment status, availability to start, most recent salary, and supervisory experience.

Employment Profile – Concise employment history plus supporting interview questions.

Integrity – A 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.

Structured Interview Questions – Structured interview questions relating to certain issues that may be of concern to you regarding the information provided.
Sample Report