Assessment Integrity and Attitude Accuracy

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Assessment Integrity and Attitude Accuracy

The first 45 questions were designed to measure integrity/attitude problems in employee applicants. The assessments will tell you how good or bad the person’s overall integrity/attitude will be, but not accurately indicate just how it will be a problem. Or it may tell you the person has a good chance of a good integrity/attitude. Another result may indicate the candidate may have an extremely good attitude; another result may indicate poor integrity/attitude and in some cases, very poor integrity/attitudes. This degree of accuracy is about as accurate as the assessments are likely to get. The exact percentage is between 87 to 92% in practice.

Not all of the 45 questions are actually used. The remainder are being tested for future use to see if they give any sort of a valid result. Also, it helps protect the confidentiality of the significant questions because only those bonded to mark assessments know which ones they are. Out of about 250 of these integrity and attitude questions tested over the last 19 years, only 50 have ever successfully proven to be useful. From time to time some of the new questions that prove to be useful will then be used. Also, some of the old questions have been eliminated because of changes in our culture and the way employment coaches coach candidates on the interview process.

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In January of 2010 I did something different with the integrity and attitude results. I remarked several hundred assessments and compared the results to recent feedback from our clients. I found that the integrity and attitude results came down to six main categories. The best test results, category 6, according to our feedback showed that candidates turned out to have either good or very good attitudes. There was not one candidate that clients indicated had any less of an attitude. The worst test result category 1 turned out to have only those with very poor or poor attitudes according to client feedback. There was not one candidate with even a borderline attitude. The other four categories are either leaning toward poor or good attitudes. The percentages of the likelihood of good verses poor attitude are clearly shown on each report you will get on your candidates. And remember these percentages are not my opinion but the opinion of clients like yourself.

For example, a candidate who scored in category 3 (with a 3.5 to 5.5 attitude result, which is on the poor side) based on feedback had a 13% chance of a very poor attitude, 13% chance of a poor attitude, 33% chance of a borderline attitude, 40% chance of a good attitude and 0% chance of a very good attitude. It would be very risky to hire this one. The report also shows the likely traits that will cause a problem if you wanted to interview or reference check this person further. Even the questions to ask from this manual will be shown. But based on the feedback, hiring managers are not good at interviewing for attitude so by hiring this category 3 there is a 60% chance of a poor hire.