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EMPLOYEE PROFILE has been developed to deliver Internet access to the Pre-Employment Audit, a pre-employment screening examination which recently was only available through special licensing agreements and could only be used on local networks.

As the Pre-Employment Audit is not a "Lie Detector", and is not to be used as such or be the sole evaluator for hiring, it is a highly specialized tool that will allow you to better understand an applicant's values if the following are already understood (through the interview process): (a) the applicant's general background, (b) the applicant's economic background, (c) the applicant's work history and (d) the applicant's ethics.

Examination Development


The Pre-Employment Audit was originally developed in 1989 and used in conjunction with the polygraph examination for pre-employment screening. It was each examiner's opinion, after careful evaluation of the questions vs. the polygraph results that, although not 100% accurate, "when used in conjunction with a pre-test and post-test interview, the examination was as close to having the same conclusion as the polygraph...".

After having administered the polygraph test and written examination in conjunction with each other for a period of twelve months, and both utilized in the screening of over 1,000 applicants, it was then put to another study. For the following two years the written examination was administered to over 2000 applicants consisting of both males and females, all races, and ranging in age from 18 to 65 years old. Their employment history was then tracked against the results of each of their examinations resulting in the following three categories: (a) those hired with no reservations, (b) those hired with moderate reservations and (c) those hired with severe reservations. Each category was then analyzed against the following criteria:

Those hired with no reservations per the examination results:
  • Percentage still employed and their potential for promotion within company
  • Percentage that quit vs. tenure and potential/probable theft investigation
  • Percentage fired for cause to include but not limited to theft/drugs/dishonesty and advancement potential
    • Those hired with moderate reservations per the examination results:

  • Same as above criteria
    • Those hired with severe reservations per the examination results:

  • Percentage still employed/fired/quit with potential and/or involvement with theft, dishonest acts, drugs, etc.
    • The overall conclusion revealed that the examination did identify the above case scenarios accurately in excess of 81%.

    With additional modifications based on repeated case studies, the examination was again administered to over 1000 applicants. Each time the above areas were critiqued and reviewed and each time the administrators of the test did a pre-test and a post-test interview, the examination proved itself successful and now currently approaches an

    87% ACCURACY RATE

    Although it is a blind test and does not see an applicant's race or sex, the examination can accurately reveal an applicant's knowledge of certain academics, values, honesty, tenure and probability for drug use and/or drug sales involvement.

    The Bottom Line

    Remember, this is not the only hiring tool an employer should rely on. As such, we are not liable to anyone for thefts, drugs, etc. after the hiring or law suits resulting from someone not being hired. Realize however, that in today's marketplace, employment screening is a very important aspect in the hiring process. As the demand for quality employees increases, the need to adequately screen your applicants becomes essential. Many employers are not aware of the liability associated with inadequate employment screening methods. As a result, employers increase their exposure to lawsuits stemming from:

  • Negligent Hiring - Holds an employer liable for hiring an unfit applicant
  • Negligent Retention - Holds an employer liable for retaining an unfit employee
  • Negligent Referral - Holds an employer liable for providing misleading employment history
  • Respondeat Superior - Holds an employer vicariously liable for harms inflicted by a negligent employee
    • Additionally , can you now determine your job applicant's capacity for accepting supervision, their potential for theft or if there is an existent drug use problem? Is your job applicant truly honest and will they have the staying power given your investment into their training? Do their basic skills measure up to your needs, i.e. definition skills, math and spelling? If these are answers you need, then use the Pre-Employment Audit to gain an insight that may be missing in your current interview and testing process.

    Let Us Help You Minimize Tomorrow's Losses By Hiring Smart Today!

     

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