Personnel Reaction Blank
15 minutes.
That's all it takes to determine if an applicant is likely to lie, steal, or shop all day on the Internet.
Independent research confirms that the Personnel Reaction Blank (PRB) is a powerful predictor of both job performance and counter-productive behaviors at work. Examples of counter-productive behaviors are theft, extended breaks, Internet shopping, absenteeism, and tardiness.
When you consider the overall expense of screening, selecting, and training a new employee – not to mention the monetary loss due to deviant work behavior – administering the Personnel Reaction Blank to applicants is a sound decision.
What else has research found?
These research results are consistent across multiple occupations and industries ranging from individuals in routine jobs (lumber mill worker) to those in occupations that are traditionally considered “white collar”.
In addition, in a sample of over 600 people, researchers found no differences between men’s and women’s scores.
What does the PRB evaluate?
The Personnel Reaction Blank (PRB) assesses the likelihood that a respondent will exhibit dependable and reliable behavior -- in contrast to counterproductive behavior -- at work. In general, high-scorers will tend to be conscientious, dependable, and rule-respecting whereas low-scorers will tend to be wayward, impulsive and rule resisting.
Can the PRB be used for all jobs and occupations?
Yes, because the behaviors that the Personnel Reaction Blank predicts occur in all jobs. From an employer’s point of view, these behaviors are unilaterally undesirable. For example, regardless of the nature of the job, employers do not want to hire employees who show up late or who don’t show up at all. Similarly, applicants who cut corners with the rules or demonstrate inadequate self-control are rarely the best employees. .
While the PRB is best used in evaluations for routine, non-managerial positions, e.g., jobs in which rule-following behavior is valued, it can be used for all levels of employment.
Is the PRB a personality test?
Research indicates that integrity test scores are highly related to three of the Big Five personality factors (“Global Factors” in 16PF terminology). These personality factors are, in order of importance, Conscientiousness (Self-Control), Agreeableness (low Independence), and Emotional Stability (low Anxiety).
Should I use any other tests to help determine an applicant’s work behavior?
Additional information when evaluating a potential employee is always helpful. Studies show that integrity tests provide information that is unique from reasoning ability. Thus, using an integrity test in combination with a cognitive ability test will provide a better picture of a potential employee’s behavior than either an integrity test or ability test alone.
 View a sample Personnel Reaction Blank Report
|