Attitude Assessments
The Attitude Assessment measures counter-productive behaviours such as Hostility and Dependability, along with others, during the pre-hire screening process.
Attitude assessments are a fascinating and integral part of psychological evaluation, particularly in organisational and occupational settings. These assessments are unique because they delve into the intricate, often subconscious realms of individual beliefs, feelings, and predispositions that influence behaviour. Understanding how attitude assessments work and why they are distinctive provides valuable insight into their role in fostering a positive workplace environment and enhancing employee performance.
Hire for Attitude, Train for Skill
“Hiring for attitude, train for skills” is a recruitment philosophy that emphasises the importance of a candidate’s mindset, personality, and approach to work over their current skill set or technical expertise. The idea is that while specific skills can be taught or developed through training, a person’s attitude, values, and cultural fit with the organisation are more innate and harder to change.
This philosophy is particularly useful in industries or roles where soft skills, cultural alignment, and the ability to learn are more important in the long term than having immediate technical expertise. It also helps in creating a more adaptable and cohesive workforce.
Honesty & Integrity Testing
Research demonstrates that honesty and integrity testing can help to predict counterproductive workplace behaviour.
Assessing a candidates attitude towards behaviours (such as work reliability, hostility & aggression, absenteeism, computer misuse, sexual harrassment), employers can identify individuals who have stricter attitudes and are inherently less likely to steal, lie or be absent from work – an important element is establishing “Company Fit”.
Screening out applicants with lenient attitudes towards these counterproductive behaviour leads to:
- Reduced shrinkage
- Reduced absenteeism
- Lower levels of inappropriate workplace behaviour
- Reduced involuntary turnover
Employing candidates that are inherently less likely to engage in theses counterproductive behaviours will mean that you are employing candidates that are likely to contribute positively to a high reliability culture within the organisation.
Attitude Scales Measured
- Hostility (Aggression)
- Conscientiousness (Dependability)
- Integrity (Honesty)
- Good Impression (Faking)
- Additional/Optional Scale: Substance Abuse
- Additional Scale: Sexual Harassment
- Additional Scale: Computer Misuse
