WEBselex® for Loss Prevention
Information | Validity
Bottom Line Results
The data show that the use of the WEBselex for Loss Prevention assessment can reduce costs associated with criminal background checks, reference checks and drug screens by 20% or more by decreasing applicant failure rates. Further, the assessment has the potential to reduce inventory shrinkage in an organization by 25% or more. For one of our larger national retail customers, this translated into a savings of $26 million per year. Another national retail customer decreased overall shrinkage, including inventory and cash shortages by 50% over a two-year period.
Appropriate Jobs
The Loss Prevention assessment is appropriate for any job in which incumbents have access to money, inventory, or other valuable company property (e.g., software). This predictor assessment has been validated on a broad range of titles including corporate, field, distribution and warehouse positions. It has been validated and is currently used at all organizational levels ranging from minimum wage positions to high-level management.

Assessment Description
WEBselex for Loss Prevention is a biodata predictor assessment. Biodata are job-relevant measures of success within the context of a person's past and present circumstances. Biodata items are used to collect the same types of information as may be legally collected through traditional job applications. Some multiple-choice biodata items ask about a person's achievements in school, community, or prior work settings. Other biodata items ask about work attitudes, goals, vocational interests, preferences for working alone or in groups, and other job-relevant variables.

This assessment was developed using MCAP (Multiple Criterion Antecedent Procedure), e-Selex.comís proprietary method for developing biodata to predict specific job outcomes. The MCAP method discovers the life history antecedents underlying the development of worker characteristics that determine job success. The method involves three types of analyses to collect information that may be used for both criterion development and predictor development. These analyses are: 1) Organization Analysis, 2) Worker-Oriented Job Analysis, and 3) Person Analysis.

The predictor items for this assessment were developed over a five-year period. Items from this assessment have been used for positions at several organizations. The scoring for these items has been refined and improved with each application.

The WEBselex for Loss Prevention predictor assessment contains 120 items. The items are multiple-choice ranging from 5 to 11 response options. An average applicant for these positions can complete the assessment in 45 minutes or less.

Predicted Work Outcomes
The WEBselex for Loss Prevention assessment predicts two independent work outcomes.

Trustworthy Performance - A high score indicates a relatively lower risk of employee theft, including theft of money, company property, inventory, intellectual property, and software, and a low score indicates relatively higher risk.

Drug-Free Performance - A high score indicates a relatively lower risk of illicit drug use and a low score indicates a relatively higher risk.

The Overall Recommendation rating is based on a combination of the two predictor scales with the Trustworthy Performance scale weighted three times and the Drug-Free Performance scale weighted once. The Recommendation rating is a two-point scale, Not Recommended and Recommended.

Validity Findings
e-Selex.com collects validity data for the WEBselex biodata assessments on an ongoing basis. One example is a study completed on a sample of candidates at a national retail organization. The sample consisted of all candidates for all jobs in the organization, including retail field positions such as sales, customer service, store management, as well as corporate positions such as specialist, supervisor, manager, and director in all departments including finance, marketing, human resources, merchandizing, warehouse, and distribution. There were two criterion measures. The low group on the theft criteria was defined as any associate that was terminated for theft. The low group on the drug criteria was defined as any applicant who tested positive for drugs in a pre-employment drug screen. The Trustworthy Performance scale validity was assessed using the cross sample and resulted in a validity coefficient of .35. The Drug-Free Performance scale validity was assessed using the cross sample and resulted in a validity coefficient of .14.

Assessment Norms
Assessment norms are based on an aggregated national sample of over 10,000 applicants.

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