sample ath-1 report

Attitudes to Honesty (ATH-1)

Feedback Report

For:

PRIVATE AND CONFIDENTIAL

Candidate Name:

Sex:

ATH-1 Test Number:

Company:

Date Test Completed:

© Psychological Consultancy Limited8 Mount Ephraim, Tunbridge Wells, Kent TN4 8ASTelephone: 01892 559540

Jane Sample

Jane Sample

Female

ATH1/65

PCL Promo

29 March 2004

Test Results

Name:

Social Desirability:

Emotional Stability Score:

Honesty Score:

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 pre-

employment 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.

Page: 2© Psychological Consultancy Limited8 Mount Ephraim, Tunbridge Wells, Kent TN4 8ASTelephone: 01892 559540

Jane Sample

12 - Acceptable

20 - Above Average Stability

GP 54

Social Desirability:

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.


12 - Acceptable

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.

Emotional 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.


20 - Above Average Stability


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.

Attitude to Honesty:

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.


GP 54


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.

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.


sample ath-1 report

Documents