The Turnover Probability test is designed to identify people with the personality traits and characteristics that can influence a person’s likelihood of quitting a job.  Before you invest the time and money to train a new employee, test your applicants for skills like:

• Job-hopping
• Loyalty
• Conscientiousness
• Calculated risk-taking

This test provides the answers you need to make informed hiring and promotion decisions.

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Purpose: There are certain personality traits and characteristics that can influence a person’s likelihood of quitting a job. The Turnover Probability test is designed to identify people with this profile.

APPLICATION:

• Pre-employment

SCALES:

• Job-hopping
• Loyalty
• Conscientiousness
• Calculated risk-taking and decision-making
• Resilience
• Antagonistic Attitude
• Emotional Stability
• Locus of Control

No. of questions: 119
Question type: Self-assessment, situational
Estimated completion time: 45-60 minutes
Shorter versions of assessment: N/A
Recommended age level: 18+
Qualification Level: Class A
Compliance: APA standards
Validation Information:
Coming soon. Data collection is underway.

Features

• Benchmarks:Available (general population, clerical workers)
• Interview Questions: Available
• Group Comparisons: Available

Basic Clerical Skills Assessment Factors & Scales:

• Job-hopping
• Loyalty
• Conscientiousness
• Calculated risk-taking and decision-making
• Resilience
• Antagonistic Attitude
• Emotional Stability
• Locus of Control

Report Includes:

• Overall likelihood for turnover
• Introduction
• Graphs
• Detailed narrative interpretation
• Strengths and Development Areas
• Tips for test-takers to reduce their likelihood for turnover
• Impression Management

Turnover Probability Test Factors & Scales:

Overall Score plus results for the following scales:

• Job-Hopping: Assesses a person’s tendency to leave a job after a short time.
• Loyalty: Assesses the degree to which a person is committed to a company.
• Conscientiousness: Assesses the degree to which a person is organized, diligent and reliable.
• Calculated risk-taking and decision-making: Ability to make well-thought-out decisions and take smart risks.
• Resilience: Ability to deal with stress and bounce back from hardship.
• Emotional Stability: Ability to deal with stress and bounce back from hardship.
• Locus of Control: Perceived sense of control over one’s environment and one’s potential for success.
• Moderating Job Factors: Factors that can influence a person’s level of job satisfaction. This factor is broken down into the following scales: Reward Orientation, Ambition, and Need for Stability.
• Deal-breakers: Factors that may compel a person to quit his or her job. Broken down into 26 possible reasons a person may quit.