About Random Response

Special items in the survey determine if the applicant is correctly reading the survey and sufficiently attending to the survey items. Inappropriate answers to these statements will result in a survey which is invalid. This may indicate that:

• the applicant has limited language or reading skills
• the applicant did not carefully read the survey, or
• the applicant has a visual difficulty.

We recommend that you attempt to determine the reason for this invalid result and, if necessary, re-survey the applicant providing them with assistance.

About Integrity Index

High scores indicate a positive work ethic and low scores indicate a tendency to get by and not give it their all. While not all applicants with scores in the AVOID range will have low integrity, our research suggests that many will. Pursuing applicants who score in the GOOD range will increase your chances of hiring someone with a positive work ethic.

About Performance Index

Helps differentiate good candidates from poor ones. Those scoring in the higher ranges on the Performance Index score (OKAY and GOOD) are more likely to possess the important traits necessary to perform well on the job. Try to avoid hiring applicants with scores in the AVOID range and, if possible, look for those scoring in the GOOD range.

Each SELECT survey measures dimensions of work personality predictive of performance in most entry-level jobs and unique dimensions specific to the particular type of job for which it has been validated. Below is a sample of a few dimensions common across most SELECT surveys.

About Performance Subscales

SELECT also provides subscale information on each of the characteristics which make up the Performance Index.

For each subscale, the candidate's scores will fall into the OK or FLAG category. If a candidate scores unfavourably on a subscale, it will be indicated by "X" under the FLAG heading.

In the above example, the candidate responded to statements related to Frustration Tolerance in an unfavourable way. The FLAG is a warning that this person may have difficulty remaining emotionally positive in spite of frustrating circumstances.

So, even though an applicant may have an overall Performance Index score in the Okay or GOOD range, he or she may still have a low score on one or a few of the subscales. Any flagged subscales should be followed up in the interview to confirm whether or not this attribute will be problematic.

The SELECT report provides interview probes or an optional interview guide to aid in conducting a structured, behavioural interview that is job relevant. Both the probes and guide may be customised to include your company's current interview questions. For more about the interview guide, see Structured Interview under Optional Modules.

About Interview Probes

If a candidate scores AVOID on the Integrity Index or flags any of the Performance sub-scales, the SELECT Report will include follow-up interview probes. These are presented to assist the interviewer in asking questions about potential liabilities or characteristics that may merit additional attention and consideration. In some instances, an individual may have developed a strategy to compensate for particular weaknesses.

Probe suggestions allow the interviewer to determine:

• To what extent is the characteristic likely to be observed in day-to-day job performance?
• What impact (if any) does the characteristic have on job performance, work relationships, problem solving, etc.?
• To what extent, or by what method, does the person manage or control the behaviour?

For example, a candidate who scores in the low range on the measure of Energy may have a tendency to procrastinate when it comes to activities that require a lot of energy or effort. However, that individual may have developed a strategy (i.e., setting interim deadlines) that has helped to compensate for that particular weakness. The interview probes included in the report can help to confirm or deny whether a potential liability exists.

Making the Hiring Decision:

As you use SELECT in your hiring process, please keep the following in mind:

• SELECT results should be one voice in the selection process. Recommendations from SELECT should be combined with evaluations of work experience and education, and results from interviews with hiring managers, to make a final decision.
• SELECT should be an aid to the well-reasoned judgment of the hiring manager, not a replacement for this judgment.
• Use the interview suggestions. It may be that a candidate has learned how to manage or compensate for certain weaknesses, and using the probes found in the report may help the interviewer to determine whether or not a particular weakness will have an impact on the individual's job effectiveness.

Avoiding the Avoids

Using an Avoid the Avoids strategy for both Integrity and Performance, approximately 12% - 20% of applicants will be screened out as being poor fits for the job without introducing significant adverse impact (on-going adverse impact analyses indicate that selection ratios for this recommendation are well within the generally accepted standards for adverse impact). Using this criteria for screening out candidates will reduce interviews with applicants having a poor job fit and will improve your selection decisions.

Raising the Bar

To be more selective in your selection process, a Raising the Bar strategy may be used. This strategy is a more stringent screening process in that it raises the Performance Index to include individuals in the GOOD range so that approximately 25%-40% of applicants will be screened out without introducing significant adverse impact (on-going adverse impact analyses indicate that selection ratios for this recommendation are well within the generally accepted standards for adverse impact). Therefore, this strategy imposes a higher standard in screening compared to the Avoid the Avoids strategy.