|
|
YOUR FREE PERSONALIZED WEB PAGE
- When you purchase any HIRE SUCCESS
Report Credit package, we create for you - at no additional cost - a
customized internet integrity testing center, complete with your
company's information. From the moment your purchase is complete,
it takes less than fifteen minutes for your personalized testing
center to become operational. It's that quick and easy! There are
no set-up costs, no maintenance costs, and no software upgrades to
worry about! You can start testing your job candidates today! |
|
HOW REPORT
CREDITS WORK
- Report Credits work somewhat like
postage stamps. Every time one of your candidates takes a test, a
credit is deducted from your Online account and the full Report is
emailed to you in about 3-5 minutes from the time the candidate
completed the test. Report Credits can be purchased individually or
in quantities up to a package of 10,000 Credits. Your price depends
on the quantity purchased, however, most customers pay between
$10-$25 per report - many even less! Please Call Hire Success
for complete pricing details and the package that is right for your
business. Call Toll-Free at: 1-877-582-TEST (8378) |
HIRE ASSIST OVERT INTEGRITY TEST
- The test itself is set up at your customized
internet integrity testing center and/or can be administered using
any of the Hire Success software packages. It is comprised of 112
questions, and will require 10-15 minutes for your job candidate to
complete the form. The Survey is designed to evaluate the
following issues:
- Drug/Alcohol
Association
- Honesty
- Theft
Involvement
- Theft Risk
Factors
- Attitude Toward
Employers
- Violence/Anger
When your candidate completes
the test and clicks on the "submit" button, you will receive the
resulting Interviewer's Report in your email inbox in less than 3-5
minutes! |
THE
INTERVIEWER'S REPORT
- The Report is provided as an informational tool to Assist
you in conducting a more objective and in-depth interview. It does
not feed you any directives regarding your employment-making
decisions. Rather, the report provides you with valuable information
that can give you important insight regarding your job candidate's
attitudes and perceptions towards employment and employers. This
information is directly related to the choice of answers selected by
your candidate, and in some cases, includes the actual text response
they entered into the form. The report is broken down into five (5)
sections:
- Risk Factor
Overview
- Detailed
Information
- Evaluating
Inconsistencies
- Special Section
on Anger/Violence
- Interview
Questions
|
|
RISK
FACTOR OVERVIEW -
This provides you with a convenient graphic bar chart outlining your
job candidate's Risk Factor scores in each category evaluated by the
test. It is a quick visual way to recognize any possible areas of
concern that might require further evaluation.
This visual summary is followed with
detailed information for each of these categories, as well as a
special section on your candidate's responses associated with
Anger/Violence questions, and customized interview questions
designed to help you assess any possible additional risk factors. |
|
DETAILED
INFORMATION - Within
this section, the report identifies the responses that your
candidate provided to certain questions which could be considered a
"Risk Factor". Although no single response, or even several
responses in this category, would or should disqualify someone for a
position, you are urged to carefully review this information in
depth. It is provided so that you may determine whether the
responses outlined create a level of risk you may or may not not
wish to take. |
|
EVALUATING
INCONSISTENCIES - The
test was designed with multiple questions addressing the same issues
so that inconsistent answers could be identified. This section of
the report will provide you with information about any such
inconsistencies that may have been detected on the Survey based on
how your job applicant answered the questions. The system only
looks to see if the responses are exactly the same. It may find
some that are slightly different, and those inconsistencies may or
may not be significant to you for the job for which they are
applying. However, if significant inconsistencies are found, please
interview carefully in this area. If no inconsistencies were found,
this section will be empty |
|
SPECIAL
SECTION ON ANGER/VIOLENCE
- This section of the report includes
answers to several questions that, although not counted in the Risk
Factor Scoring, are of importance to many employers. These
questions deal with the Applicant's attitude and history of anger
and violence in the workplace. Due to an increased problem of
violence in the workplace in recent years, this section has been
added to help the Interviewer be more aware of this issue and have a
way of objectively screening for potential problem triggers. A
person should NOT be rejected for any position based solely on his
response to the questions, but it could be an indication to you, as
an employer, to be sure and conduct a thorough background check and
try to discover if there were any problems in this area with
previous employment. |
|
INTERVIEW
QUESTIONS - Instead
of starting your interviews with the generic, "So, tell me about
yourself," HIRE ASSIST gives you the ability to specifically target
areas of potential concern with razor sharp, effective questions
that can get to the heart of the important issues at hand.
This section of the report evaluates
how your applicant responded to questions on the Survey, with
particular emphasis on groups of related questions. Because it is
not possible to know the circumstances surrounding the issues that
may have led up to your applicant's answers which generated a high
risk score in any given category, it is important that you discuss
some or all of these issues with them in order to provide them with
an opportunity to further explain in more detail. HIRE ASSIST's
report format gives you an area for documenting the applicant's
responses, as well as any observations you might make during the
interview. |
|
| "HIRE
ASSIST gives you an
affordable, convenient and simple method for conducting
more meaningful and efficient interviews, reducing the
possibility of bad hires!" |
|
|
|
