Counter-Productive Behavior Indexâ„¢

Counter-Productive Behavior Index Every single sidereal day employees dont show for discipline, steal cash and inventory, surf the web, e-mail on fellowship time, and disrupt the workplace. It is burning up billions of dollars of profits and inventory each and all year. The Counter-Productive Behavior Index (CBI) is a contemporary integrity test a cost-effective screening procedure for finding job appli provokets whose conduct, attitudes, and work-related values are presumable to interfere with their success as employees.The CBI consists of an objective questionnaire with 140 true/ paradoxical items that can be completed by the job applicant in about 15 minutes. CBI is a self-scoring assessment available in both(prenominal) English and Spanish. The candidate completes a questionnaire which is then agreed within seconds by the hiring manager or assistant. A managers interview question guide is available. (Free with the first purchase). raw(a) An online version called Candid Clues is available too.Candid Clues generates an objective report addressing grad of potential concern about the six major areas identified below, a measure of overall or total concern, and an assessment of self-serving answer bias. Counter-Productive Behavior Index is the most cost-effective pre-employment screening test to identify spirited-risk and disruptive work-related attitudes and behaviors Employee Dependability Honesty Substance Abuse calculator Abuse Workplace Aggression Sexual Harassment CBI is the perfect beginning for all size businesses.Saves time and money. How CBI Works The basic meaning of the score are as follows Dependability Concerns. Low scorers are dependable, conscientious, and reliable. High scorers can be undependable, careless, lazy, and disorganized. Aggression Concerns. Low scorers handle their feelings well and are flimsy to be disruptive. High scorers can be aggressive, hostile, disruptive, and have poor program line of their anger. Substance Abuse Concerns. Low scorers have no problems with alcohol and/or illegal drugs.High scorers report substantial use of alcohol and/or illegal drugs and may be disruptive. Honesty Concerns. Low scorers have no problem with workplace dishonesty. High scorers have the potential for dishonest behavior in the workplace. Computer Abuse Concerns. Low scorers use their workplace computers yet for work-related uses. High scorers use their computers in ways that are unrelated to their work activities or are disruptive to their work. Sexual Harassment Concerns. Low scads are unlikely to engage in sexual harassment at work.High scorers have attitudes and behaviors regarding sexuality that are likely to be considered as harassment by the opposite sex. overall Concerns. Low scorers report a few(prenominal) instances of workplace deviance. High scorers report a wide range of abnormal behaviors in the workplace and are likely to be problematic employees. (The Overall Concerns score is included in order to help identify applicants whose private get over scores might all fall below the shimmy score for inclusion in the Concern category, but whose total score does identify them as worthy of special attention.It is important to note that high Overall scores still require a close testing of the six individual scale scores. ) Good Impression. Low scorers are diffuse about acknowledging their normal faults and imperfections. High scorers deny normal shortcomings and exaggerate individualized virtues, suggesting that their scores on the other scales may be artificially down in the mouth by their efforts to make a good impression. Scores on this scale can be used to determine the degree of confidence that should be placed in the remainder of the profile.