talent insight revealed assessment information brief work

Talent Insight Revealed

ASSESSMENT INFORMATION BRIEF

WorkReliability Scale

Assessment Information Brief: Work Reliability Scale 2

ASSESSMENT INFORMATION BRIEF

WORK RELIABILITY SCALE

Have confidence in the integrity of your employees

Extensive research has shown that integrity tests can predict whether a potential employee might act unethically if hired. Screening for negative attitudes allows employers to identify individuals who are less likely to undertake, condone or support a range of counterproductive behaviours. Knowing that your team has high moral and ethical values is

important for any business, but it’s particularly critical if your

employees have direct access to your customers’ personal data or

your company’s finances. You want to trust that your people will

respect your customers’ privacy and treat your company’s funds

honestly. The Revelian Work Reliability Scale can help you hire people

who have the right attitude towards counterproductive behaviours,

such as absenteeism (particularly around taking sick days when they’re

not really sick), theft and fraud, and dishonest or deceptive behaviour.

TACHOMETERMEASURE

Integrity and reliability

BULLSEYEPREDICT

Honest and ethical behaviour

CLOCKTIME

10 minutes, untimed

QUESTION-CIRCLEQUESTIONS54 questions


WHY USE THE WORK RELIABILITY SCALE WHEN SELECTING STAFF?

The popularity of integrity testing has grown significantly in recent years. Reviews estimate that approximately 5,000 organisations in the United States regularly include integrity testing in their selection process. The growth in integrity testing has been supported by an emerging body of research demonstrating that such tests can be used to predict counterproductive behaviour.

By assessing attitudes towards counterproductive behaviours employers can identify candidates who have stricter attitudes, and are inherently less likely to steal, lie or be absent from work. Furthermore, such individuals are likely to contribute positively to a high reliability culture within the organisation, as they are less likely to condone or support counterproductive behaviour in others.

Benefits of using the Work Reliability Scale in selection include:

• Increasing the overall effectiveness of other theft prevention strategies• Facilitating a culture where the interests of the organisation are important to employees• Reducing workplace theft and absenteeism• Lowering levels of inappropriate workplace behaviour• Reducing involuntary turnover

Individuals who have high levels of integrity are also more likely to work conscientiously and obey rules. These traits will typically lead to higher overall levels of job performance, as well as the avoidance of negative or counterproductive behaviours. Research has shown that, when combined with a measure of cognitive ability, integrity testing offers an increase of 22% in predictive power for performance ratings in medium-to-high complexity positions.


EXAMPLE QUESTIONS

When candidates complete the Work Reliability Scale they indicate the extent to which they agree or disagree with 54 statements. The image below shows some example questions, in the format that candidates receive.

Candidates respond to each statement by endorsing one of five options from an agreement scale (above), frequency scale (Never, Rarely, Occasionally, Frequently, and Nearly Always), or a probability scale (Definitely Not, Probably Not, Uncertain, Probably Yes, and Definitely Yes).

The assessment includes a range of questions covering a variety of beliefs and attitudes about the self, about other people, and about the environment. Questions are also included to assess the extent to which candidates may be distorting or faking their responses to appear more positive than they really are. Analyses across these question types are used to generate an overall reliability score for each candidate.


NORMATIVE GROUPSWhen a candidate completes the Work Reliability Scale their patterns of responses are analysed and an overall reliability score is calculated. This score is actually meaningless until you contrast it with scores achieved previously by specific groups of people. The group that you contrast the score against is vitally important for the interpretation you make. In other words, the closer the relevance of the comparison group to the position, the more confidence you can place in the interpretation.

Revelian has four types of comparison groups that may be used when interpreting candidate scores on the Work Reliability Scale (up to three of these can be displayed in the candidate’s report at any one time). The types of comparison groups available for selection is dependent on the assessment language that has been selected for the position and is briefly outlined below:

1. General Population – Comprised of a large group of individuals from a wide range of industries and job types.

2. Industry Group – Industry comparisons provides additional information that aids in determining whether a candidate has the ability that is consistent in peers who are operating within a similar industry.

3. Management Level – Managerial level comparisons provides additional information that aids in determining whether a candidate has the ability that is consistent in peers operating at a similar level.

4. Company Specific Benchmark – provides a benchmark of the existing level of ability of current employees at the organisation. Please contact Revelian if you would like further information about creating an organisational specific benchmark.


The table below lists the currently available comparison groups for the Work Reliability Scale:

Note: Additional normative comparison groups beyond the General Population group are available to enterprise clients only.

AUSTRALIAN ENGLISH AMERICAN ENGLISH

General Population CHECK CHECK

INDUSTRY GROUPS

Accounting & Finance CHECK

Call Centre CHECK

Clerical & Administration CHECK

Customer Service & Support CHECK

Engineering CHECK

Hospitality

Human Resources CHECK

Information Technology CHECK

Logistics CHECK

Marketing CHECK

Production & Process CHECK

Resources CHECK

Retail CHECK

Sales CHECK

Trades CHECK

MANAGEMENT LEVEL

Graduates CHECK

Entry Level Managers CHECK

Mid-Level CHECK

Senior Level CHECK

BENCHMARK

Company Benchmark CHECK ( ((Available upon request)


EXAMPLE ROLES IN INDUSTRY NORMATIVE GROUPS FOR THE WORK RELIABILITY SCALE

The importance of employee integrity may vary with the type of work a person is involved in. For this reason, Revelian also has comparison groups for the Work Reliability Scale covering a range of industries and are constantly working towards the development of new industry benchmarks. The table below provides some examples of what is classified as a typical role within each available industry comparison group.

INDUSTRY GROUPS EXAMPLE ROLES

Accounting & FinanceAccountant, Accounts Payable/Receivable, Book Keeper, Credit Officer, Financial Controller

Call CentreCall Centre Consultant, Contact Centre Operator, Customer Contact Consultant.

Clerical & AdministrationAdministration Officer, Database Administrator, Secretary, Inventory Coordinator, Office Support

Customer Service & SupportReceptionist, Help Desk Officer, Client Services Advisor, Member Services Officer, Customer Service Representative

EngineeringTechnician, Mechanical Engineer, Manufacturing Engineer, Mining Engineer

HospitalityChef, Barista, Food & Beverage Attendant, Customer Service Representative

Human ResourcesTraining & Development Officer, Recruitment Consultant, OH&S Officer, Employee Relations Officer, HR Advisor

Information TechnologyWeb Developer, Data Analyst, Network Administrator, Programmer, Software Engineer

LogisticsDispatch Clerk, Freight Operator, Logistics Coordinator, Store Person, Truck Driver

MarketingMarketing Manager, PR Manager, Marketing Director, e-Business Manager

Production & ProcessDriver, Dispatch Officer, Inventory Controller, Logistics Coordinator, Packaging Officer

ResourcesMining, Oil, Gas Production Worker, Mining, Oil, Gas Maintenance / Fitter, Mining, Oil, Gas Shift / Site Supervisor, Mining, Oil, Gas Driver

RetailStore Administrator, Branch/Store Manager, Food Safety Officer, Inventory Controller, Retail Sales Assistant

SalesAccount Manager, Business Development Manager, Sales Representative, Product Manager, Sales Support, Sales Executive

TradesElectrician, Fitter & Turner, Mechanic, Technician, Tradesperson, Draftsperson


EXAMPLE ROLES MANAGEMENT LEVEL NORMATIVE GROUPS FOR WORK RELIABILITY SCALE

Revelian also provides managerial level comparisons from graduate level through to senior level. The table below provides some examples of what is classified as a typical role within each available management level comparison group.

MANAGEMENT LEVEL EXAMPLE ROLES

Graduates Graduate positions

Entry Level ManagersTeam Leader, Coordinator, Supervisor, Assistant Manager

Mid-LevelStore Manager, Area Manager, Branch Manager, General Manager

Senior LevelChief Executive Officer, Director, National Account Manager, Executive


REPORTING RESULTSThe overall result is reported as a percentile score relative to the comparison group. In the example provided below, the candidate’s score on the Work Reliability Scale exceeded the scores of 77% of the company-specific benchmark (ABC Company), 69% of the Accounting & Finance industry group, and 71% of the Graduates comparison group.

OVERALL SCORE

Far Below Average

Below Average

Above Average

Far Above AverageAverage

COMPARISON SCORE

ABC Company

Average (77%)

Accounting & Finance Industry

Average (69%)

Graduates

Average (71%)

The Work Reliability Scale report also provides a suggested positioning statement and recommended interview questions to help guide a discussion with the candidate regarding their attitudes towards counterproductive work behaviour. The interview questions are derived from the candidate’s responses to the assessment in areas that may indicate a possible risk of unreliable behaviour and therefore may require further discussion. An example is provided below.

INTERVIEW QUESTION POSITIONING STATEMENT

As part of the recruitment process you completed the Revelian Work Reliability Scale. This assessment asked you to indicate your attitudes and opinions toward a variety of situations related to employee honesty and reliability. The following questions are derived from your responses to this assessment.

CATEGORY RECOMMENDED INTERVIEW QUESTIONS

RELIABILITYIn what situations do you think it’s appropriate for an employee to deceive their employer?

Have you ever been involved in shoplifting or witnessed someone else shoplifting? How did this make you feel?

Note: Interview questions in the assessment report are available to enterprise clients only.


VALIDITY CHECKS

The Work Reliability Scale is designed to provide an accurate assessment of reliability attitudes, even though candidates may be motivated to present themselves more positively than they really are when they are completing the assessment. The Work Reliability Scale accomplishes this, in part, because it scores the assessment by comparing a candidate’s responses to a comparison group formed from other candidates. All of the candidates are motivated to present themselves positively; however there are still significant variations in the scores obtained. These variations represent differences in the underlying attitudes and beliefs of candidates.

The Work Reliability Scale includes two validity checks which are designed to alert the organisation if the assessment cannot be interpreted. These two validity checks are the Positive Self Presentation (PSP) check, and the Consistency check. Revelian recommends that the assessment results are not interpreted if either of the validity checks is rated as invalid.

The consistency check measures the extent to which the candidate has answered assessment questions in a consistent manner. The consistency check will be invalid if the candidate routinely answers in different ways to similar questions, and in similar ways to oppositely worded questions. An invalid consistency check may occur if the candidate’s level of English proficiency is insufficient to understand the questions, or if the candidate was not attending to the question content and responding randomly. The image below shows the way a valid consistency check is reported.

The PSP check measures the extent to which the candidate has been distorting their responses so as to present their attitudes and beliefs as more socially desirable than they may in fact be. If the candidate’s level of response distortion significantly exceeds levels typically found in a selection context, then the candidate will receive an invalid rating on the PSP check. Note that this does not necessarily mean that the person is unreliable – just that the reliability assessment does not provide an accurate indication of their level of reliability. The image below shows the way an invalid PSP check is reported.

CONSISTENCY VALID

POSITIVE SELF PRESENTATION INVALID


ONLINE SECURITYLike all Revelian assessments, the Work Reliability Scale can be completed remotely

over the internet under unsupervised conditions. This provides a high level of flexibility and convenience for the candidate. When testing is conducted under unsupervised conditions, however, it is possible that the candidate may have had assistance in completing the assessment, and it is essential to protect the security of the assessments. Revelian adopts the following best practice strategies to ensure on-line security, and reduce the likelihood of cheating.

MOTIVATING CANDIDATES TO COMPLETE HONESTLY

Prior to completing the Revelian assessments, all candidates are required to electronically endorse a short statement, indicating that they:

• Will not receive help from others when answering assessment questions; and • Will be honest, accurate and perform at the best of their ability.

SECURE ASSESSMENT DELIVERY

Our online testing engine is delivered using secure web technology, which allows us to ensure that assessment security and integrity is maintained and that assessment time is tracked accurately.

DETAILED ASSESSMENT SESSION LOGGING

From the moment the candidate logs on to the Revelian website, to the moment they finish their assessments, Revelian creates detailed test logs of the candidates testing session, including time spent answering questions, and internet connectivity. Should the candidate indicate that their internet connection dropped out, or that they were disturbed while completing the assessment, then assessment logs can be consulted to verify the candidate’s claims.

CANDIDATES CAN ONLY COMPLETE THE ASSESSMENT ONCE WITHIN A 12 MONTH PERIOD

Candidates can get better at specific assessments through practice. In order to ensure that all candidates can be compared against one another fairly, Revelian restricts candidates to one assessment within a 12 month period. To facilitate this, we gather identification details from candidates at a number of stages of the application and assessment process, so that new candidates can be compared against candidates in our database. If a candidate has been tested within the previous 12 months, then they are not able to sit the assessment again. Rather, they are provided with the opportunity to “release” their previous results to the new employer. This strategy eliminates candidate practice effects, resulting in fairer and more accurate assessment scores.


VALIDATION AND PSYCHOMETRIC SUMMARYTHEORETICAL BACKGROUND

The Revelian Work Reliability Scale (RWRS) was developed to assess attitudes and beliefs regarding a broad range of counterproductive behaviours including theft, dishonesty and absenteeism. Attitudes towards these factors range from open, accepting and lenient, to very strict. The Work Reliability Scale classifies individuals according to how strict or lenient they are by evaluating their responses to specific attitude questions.

People with lenient attitudes tend to be more open to and accepting of counterproductive behaviours. Individuals with more lenient attitudes:

• Regard counterproductive behaviours as “normal” behaviours to exhibit• Believe that many people exhibit counterproductive behaviours• Don’t regard counterproductive behaviours as very serious• Are likely to have exhibited counterproductive behaviours in the past.

Individuals with strict attitudes tend to be less open to and accepting of counterproductive behaviours. They are at a lower risk of exhibiting counterproductive behaviours in the workplace

• They regard counterproductive behaviours as deviant and unusual• They believe that counterproductive behaviours are quite serious• They are unlikely to have exhibited counterproductive behaviours in the past

Leniency and strictness was assessed across three key scales:

• Honesty: A measure of the extent to which respondents can be expected to be honest in dealings with others at work.

• Theft: A measure of the extent to which individuals endorse and engage in theft.• Rule-Following: A measure of the extent to which individuals will follow rules at work.


DEVELOPMENT AND VALIDATION OF THE REVELIAN WORK RELIABILITY SCALE

The development and validation process for the Work Reliability Scale involved over two years of research by Revelian’s organisational psychology team, and some of Australia’s largest employers. The process took place in a number of steps:

• Selection of scales: The first step in the development process involved a review of previous research to identify those traits, attitudes, values and beliefs that have been shown to have a strong relationship with counterproductive behaviour. On the basis of this review, the key scales within the Work Reliability Scale were selected.

• Development of Questions: Assessment questions were written to reliably and validly assess each of the scales. Sample questions were reviewed by psychologists and content area experts to ensure that they would reliably assess the attitude / belief, and were free from potential bias. On this basis a large set of potential questions was developed.

• Validation of Questions: A large sample of potential questions was administered to a group of 503 individuals from a range of industries and job types. Questions were then accepted or rejected on the basis of the extent to which they distinguished between individuals who had exhibited counterproductive behaviours in the past, and those individuals who had not. Those questions that provided the greatest distinction between these groups were retained, while those that did not distinguish were rejected.

• Validation of Assessment: On the basis of this exercise, a final assessment was assembled from the best questions. This assessment was administered to over 300 individuals, and information was again collected on previous counterproductive behaviours. Scoring formulas and question weights were then revised to ensure that the final assessment provided the best possible prediction of counterproductive behaviour.

The final version of the assessment was again tested in a number of case studies and client validation exercises, in order to confirm the predictive utility of the assessment across a wide variety of job types.

PSYCHOMETRIC SUMMARY

The statistical results of the development and validation process are summarised below, and provide confidence that the Work Reliability Scale represents a reliable and valid measure of reliability attitudes.

• The internal consistency of the overall Work Reliability Scale score was 0.90 (p<.05). This indicates that the questions forming the Work Reliability Scale represent a coherent set that reliably assess attitudes towards counterproductive behaviours. • Work Reliability Scale results were strongly related to organisational outcomes. Individuals in the bottom 20% of Work Reliability Scale scores accounted for approximately 71.4% of the value of stolen merchandise in their organisation over the past three years. The correlation between RWRS scores and stolen merchandise was 0.41 (p<.05).• The RWRS was strongly related to an existing validated measure of workplace integrity, Pearson Performance Solutions PSI 5S Integrity Scale. The correlation between the RWRS and the Integrity Scale was 0.79 (p<.05).

Overall, these results indicate that the Work Reliability Scale provides a reliable indicator of integrity-related attitudes of candidates.


CASE STUDIESNational Retailer predicts employee theft with reliability & integrity assessmenthttp://app.revelian.com/cs-national-retailer

Emergency Services Provider reduces sick days and compensation claimshttp://app.revelian.com/cs-emergency services


CONSTRUCTREVELIAN ASSESSMENTS

WHAT IS MEASURED

WORKPLACE OUTCOMES

Aptitude, cognitive ability

• Cognify

• Cognitive Ability Test (RCAT)

• Separate ability tests

• General cognitive and problem-solving ability

• Better job performance

• Reduced turnover (involuntary)

• Improved training outcomes

• Increased productivity

Behaviour and personality

• Behavioural Profi le (RBP)

• 16 Personality Factors*

• Style and behaviour at work

• Team understanding

• Team effectiveness

• Reduced turnover (voluntary)

• Improved communication and teamwork

Emotional intelligence

• Emotify

• Emotional Intelligence Test (MSCEIT)

• Identifying, understanding and using emotions at work

• Improved leadership performance and customer satisfaction

• Improved communication and teamwork

Work-related values

• Values Inventory (RVI)

• Organisation and cultural fi t

• Improved organisational commitment, engagement and tenure

• Reduced turnover (voluntary)

Preferences • Work Preferences Profi le (RWPP)

• Person-job fi t • Reduced turnover (voluntary)

• Increased job satisfaction and engagement

Safety behaviour • Work Safety Assessment (RWSA)

• Safety attitudes and behaviours

• Improved safety motivation and participation

• Reduced LTIs, MTIs and work cover claims

Integrity and reliability

• Work Reliability Scale (RWRS)

• Attitudes to counterproductive behaviours

• Reduced incidence of behaviours such as fraud, theft, dishonesty, shrinkage, absenteeism

Skills Tests** • Basic Skills Test

• Computer Literacy & Internet Knowledge

• Microsoft Excel Microsoft Word

• Microsoft PowerPoint

• Typing Test

• Ten Key Test

• Skills and abilities • Reduced training requirements

• Increased productivity

REVELIAN ASSESSMENTS

FAST, RELIABLE AND TRUSTWORTHY HR DATA Our assessments give you access to the insights you need to make informed decisions about your people and organisational culture.

*The 16 Personality Factors assessment is only available in Australia and New Zealand

**Available in 2021

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