Purpose of the STAY Inventory:You are probably already doing a lot to try to make your company a great place to work – providing good training, aiming for good person-job fit, decent pay & benefits, positive work climate, and much more.
Market data shows that a very high percentage of turnover occurs during the first year of employment. High first year turnover is often attributed to “bad hiring decisions” and that reflects on YOU.
Wouldn’t you like to have another tool to help you improve retention?
The STAY Inventory is a new tool that you can add to your retention program. It looks at factors within the individual that contribute to first year turnover – for example, laziness, uncooperativeness, susceptibility to stress, lack of concern for company rules, resistance to supervision, lack of respect for a steady job. The STAY Inventory can augment all the other things you are doing to address turnover.
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“Isn't there some way to identify these Quitters before hiring them?”
The STAY Inventory helps you identify factors within the individual that contribute to turnover. |
During the first year an employee is bombarded with new information that can cause him to consider: “is this the right company for me?” |
Typical Reasons for Quitting
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Company-based reasons
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Employee-based excuses
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- Pay is low
- Job is frustrating / difficult
- Co-workers are unfriendly
- Supervisor was curt
- Long drive time to work
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- Grandmother sick; needs extra care
- Children need more attention
- Choose to go back to school
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Each of these events during that first critical year tests the new employee's resiliency.
Someone with a High Resiliency will most likely “roll with the punches.”
Someone with a Low Resiliency will most likely quit.
About the STAY Inventory: This test consists of a 69 question personality inventory and it will probably take most people about 10 minutes to complete although it will vary from person to person due to the fact it is untimed.
What the Report Gives You: Graphical display of scores for each dimension that is included in the inventory, an overall score (Low, Moderate, High) to help you predict potential for STAYing at your company, and Suggested Interview Questions based on the candidate’s responses.
Undesirable Behaviors
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Test Content
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Desirable Behaviors
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Argumentative, contrary
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Agreeableness
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Easy to get along with, nice
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Fails to live up to promises
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Conscientiousness
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Dependable, reliable
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Low resilience, easily upset
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Emotional Resilience
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Durable, stress resistant
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High turmoil life style
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Life Stability
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Low turmoil life style
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Does not plan to stay a long time with your company
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Long Tenure Attitudes
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Plans to be stay with your company
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Doesn’t mind being unemployed
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Risk Aversion
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Avoids being unemployed
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Does the minimum
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Work Drive
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Willing to go the extra mile
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Testing Process: Online testing provides immediate reporting. Proctoring is desirable but not required.
Options: Contact us to learn how we can customize the test content or the way information is presented in the report to meet your specifications. We can also help you optimize the STAY scoring formula based on your applicants to maximize the payoff for your turnover control program. We can also include other predictors on the inventory (such as Drug Use Potential, Teamwork, mental aptitude, etc.) if you wish.
Validity Information: Available upon request.
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Stay-Score™ predicts 1st year turnover |
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STAY SCORE |
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1st YEAR TURNOVER |
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HIRE |
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HIGH |
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3% |
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MEDIUM |
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18% |
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DON'T HIRE |
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LOW |
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24% |
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