The PEP survey was designed to give the interviewer valuable insight into a job applicant’s attitudes, values and background. Key areas include: honesty, reporting dishonesty, socialization, drugs, employment background, work ethic, absenteeism and tardiness.
The PEP will help you to:
CASE STUDY: A 500+ unit, national specialty retailer began using the PEP program when turnover was over 90%. One year later, turnover had dropped to just over 50%. Figuring $1000 cost/hire, this reduction equaled a savings of $1,600,000 in turnover costs. After 4 years of use, turnover had dropped below 30%. Company shrinkage had also dropped from nearly 2% to only 1.4%.
CASE STUDY: A chain of 120 convenience stores in the Midwest began using the PEP. Prior to that, they had been relying on a “background check” database service for advanced applicant screening. After using the PEP program for one year, they dropped their turnover from 276% to 180%. By the end of 2 years, their turnover had been reduced to 119% – below industry average. This company estimated $1000 per person for hiring costs. In turn, this 35% improvement in turnover generated a savings of over $1,021,000 to the bottom line operating budget in the first year alone.
CASE STUDY: A study conducted by a major grocery wholesale company in the Midwest found that turnover in new hires dropped significantly after implementing the PEP testing procedure. In fact, this reduction came at a time when management felt turnover would have increased due to heightened productivity demands. Prior to the PEP, no written testing had been used. Turnover on new hires was running nearly 50%. During the first six months of testing, turnover was reduced to 34%. The following year saw repeated improvement – turnover dropped to 25% in new hires. Net effect? A 50% improvement in turnover within 18 months.
CASE STUDY: A chain of grocery stores conducted a study consisting of “blind” use versus “live” use and found that:
– PEP “live” stores had a tardiness rate 30.9% less than “blind” stores.
– PEP “live” stores had an absenteeism rate 41% less than the “blind” stores.
– PEP “live” stores had 36.5% fewer “terminations for cause”.
– PEP “live” stores had 147% more applicants that “left on good terms”.
CASE STUDY: A study conducted by a 70+ location specialty retailer found a 70% reduction in “For Cause” firings after having the PEP in place for 2 years.
CASE STUDY: A study conducted by a major grocery wholesale company in the Midwest found that turnover in new hires dropped significantly after implementing the PEP testing procedure. In fact, this reduction came at a time when management felt turnover would have increased due to heightened productivity demands. Prior to the PEP, no written testing had been used. Turnover on new hires was running nearly 50%. During the first six months of testing, turnover was reduced to 34%. The following year saw repeated improvement – turnover dropped to 25% in new hires. Net effect? A 50% improvement in turnover within 18 months.
CASE STUDY: A study on varied industries showed that applicants who were rated as being “good hires” by their immediate supervisors and who lasted at least 1½ years on the job had an average “Overall Recommendation” score of 70%. Those applicants who were rated as “poor hires” by their immediate supervisors and who left the company within 6 months (due to quitting or termination) had an average score of 25% on the “Overall Recommendation” scale.
Even if you are “forced” to hire a high-risk applicant (due to a poor applicant pool or immediate need), the results of the PEP provide you with valuable information that you can use to help coach a candidate to success. By knowing the strengths and weaknesses of a candidate up front, you can more effectively hire, train and retain employees.
The PEP undergoes continual validation studies and is in compliance with EEOC/ADA guidelines. It is available in both English and Spanish, as well as versions for certain states and Canada. Applicant’s answers can be scored via fax, phone or internet 24 hours a day, with results being faxed or e-mailed directly back — usually within 1-3 minutes.
The PEP has distinct advantages over other screening programs. The inclusion of two Distortion Scales ensures that applicants who attempt to falsify the results (or “beat the test”) are evaluated with caution. The detailed, yet easy to read report highlights additional interviewing questions and reference checking questions which make follow-up simple for the interviewer. We also offer a verbal consultation on every result — at no additional fee!
The PEP is not a timed instrument, but the average applicant typically takes 20-25 minutes to complete the survey. Administration time for the hiring official is minimal.
Cost: $25 each (volume discounts available with commitment)
