Attitudes to Honesty - sample report

Attitudes to Honesty (ATH-1) Feedback Report For: Jane Sample

PRIVATE AND CONFIDENTIAL

Candidate Name:

Jane Sample

Sex:

Female

ATH-1 Test Number:

ATH1/65

Company:

PCL Promo

Date Test Completed:

29 March 2004

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Test Results Name:

Jane Sample

Social Desirability:

12 - Acceptable

Emotional Stability Score:

20 - Above Average Stability

Honesty Score:

GP 54

Introduction The ATH - 1 questionnaire looks for reassurance about a range of employee personal characteristics that are generally a cause for concern to employers. It contributes important additional dimensions to preemployment screening and should be considered alongside other opportunities for job candidates to convey their abilities, their personalities and their integrity. Validity research suggests that, in general, the ATH - 1 scales are able to identify the prospective employees that are less likely to be problematic. It is not intended that questionnaire results should be interpreted negatively as confirming undesirable qualities or characteristics and it would be inappropriate to use test scores to categorise individuals in an emphatic way. Rather, ATH - 1 results should be considered in terms of the reassurance that they may contribute concerning an applicant's suitability and should always be considered in the light of other available information, for example, a consideration of previous work history, interview performance or character references. Assessment of integrity, reliability and employability can never be absolute but, used correctly, these results will add confidence to the making of selection decisions.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

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Social Desirability:

12 - Acceptable

This scale is composed of 22 statements that, when answered candidly, would be responded to by almost everyone in the same way. For example, the honest YES/NO response to the question "I have never knowingly told a lie?" would be NO for just about everyone. High scores on the Social Desirability Scale would tend to undermine confidence in the responses given to other questions in the ATH - 1 and suggest that ATH-1 results for that candidate are too unusual to be reliably interpreted. This does not necessarily imply that the examinee is intentionally “faking”; some people may respond carelessly and some will be disposed to say what they think others want to hear.

Jane Sample's Result This candidate achieved an average score on the Social Desirability Scale, suggesting that they responded in a reasonably straightforward way to the questions. Such a score suggests that this ATH - 1 profile is valid and interpretable and supports the interpretation of ATH - 1 scales presented below.

© Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

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Emotional Stability:

20 - Above Average Stability

This scale addresses a particularly significant aspect of personality. High scorers are typically more successful in their careers, often beyond what would be predicted from their general ability, aptitude or education. They are typically calm, optimistic and self-confident; people who view life's difficulties or any unexpected turn in events as a challenge rather than as a problem. They are likely to be relaxed, emotionally consistent and able to handle stress well. At the other extreme, very low scorers may be moody, irritable, unduly sensitive to criticism and difficult to manage. They can be difficult to work with because they may seem “edgy”, tense, temperamental and defensive. They are prone to take things personally, often seeing criticism where none was intended and will generally not cope well with stress.

Jane Sample's Result This candidate's score indicates that they are generally optimistic, even-tempered, and stable. People with similar profiles should be straightforward because they are free from self-doubt and unnecessary worry, and are unlikely to fret over past mistakes. This candidate is someone who probably handles stress well and rarely takes things personally but, on the other hand, may be less inclined to be self-critical than most. People with this type of profile tend to be good to work with because they are generally calm and steady, even under pressure, and those around them know exactly what to expect.

© Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

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Attitude to Honesty:

GP 54

This scale is composed of 32 questions that are scored in a way designed to provide evidence of higher levels of integrity. The scale was researched comparing scores of a sample from the general population with a sample of individuals who had been prosecuted and sentenced for criminal offences concerned with dishonesty. High scores are therefore associated with a concern for truthfulness and honesty and lower scores with a more casual or expedient attitude towards these issues. In general, this scale is capable of providing reassurance about the likely integrity of those with higher scores. Although it is true that the majority of low scoring individuals will have attitudes to honesty that reflect lower integrity, it is important to appreciate that this will not always be the case. The results for low scorers should therefore be interpreted as failing to provide reassurance on this issue and, for high scorers, as supporting the view that the appointment of such candidates will reduce the risks associated with employee dishonesty.

Jane Sample's Result This candidate's score indicates that compared to the general population they express very positive attitudes towards honesty. Their score is above the average and higher than a large proportion of those who have taken the test previously. In general, ATH-1 scores at the level achieved by this candidate are found in individuals who profess high integrity and whose attitudes to honesty are strongly differentiated from those who are known to be dishonest and likely to commit acts involving fraud or theft. Although this is a high score, giving strong support to the view that this candidate will have a high level of integrity, it will nevertheless be prudent to consider the evidence available from other sources and to take this into consideration.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

Page: 5

In Conclusion The value of psychometric testing is maximised by achieving a balanced view about the contribution available from this technology. This is a matter of recognising both its capabilities and its limitations. The background to this approach is the difficulty we all have in achieving reliable evaluation of another individual over a short period of time – on first acquaintance or at interview. No method of assessment achieves 100% reliability but selection decisions have been demonstrated time and again to be improved by the inclusion of psychometric testing with its 100 year history of research and development behind it.

Even when using this technology, suitable applicants will sometimes be overlooked and unsuitable applicants sometimes appointed. On a percentage basis however, using the right psychometric tests can assist in managing the risks of staff selection.

Š Psychological Consultancy Limited 8 Mount Ephraim, Tunbridge Wells, Kent TN4 8AS Telephone: 01892 559540

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