The PDI Employment Inventory (EI) is designed to identify applicants who will become productive hourly employees and who will stay on the job voluntarily at least three months. It measures personality characteristics that underlie the continuum of productive, unproductive, and counterproductive job behaviors. Among others, these characteristics include dependability, responsibility, and conscientiousness--dimensions of hourly job performance that affect success in many jobs.
Numerous validation studies have shown that the EI successfully identifies productive, dependable workers in a variety of jobs and work settings. Personnel Decisions, Inc. (PDI) and researchers at various universities have conducted over 140 validity studies involving more than a third of a million people in a wide range of companies located throughout North America. Industries involved have run the gamut: retail, transportation, quick service restaurants, grocery, health care, manufacturing, gas stations, and airlines. Consistently, the studies have confirmed that job applicants who get higher EI scores are more likely to be reliable, conscientious, stable employees.
The decision whether or not to use the EI as a pre-employment test for a particular job is best made with a thorough job analysis. Its use as a selection tool is most appropriate in positions that require a high level of dependable and productive behavior, together with lower levels of other skills and abilities. Most often, these are jobs which can be learned quickly, in which simply being reliable contributes in large part to job success. The more important that productive behaviors are to the job, the greater the weight the employer should give to the applicant's EI in the selection process.
Easy to administer and score, the EI requires no psychological or test-related degree or other professional qualifications of the test administrator. Anyone from a hiring office can be trained to administer and score the EI appropriately. Unlike the more general personality inventories with numerous scale scores which each require interpretation, the EI produces only two scores--Performance and Tenure.
This manual is the main source of information for EI administrator training. It contains detailed instructions on what to say to applicants and how to answer typical questions, ensure the security of the test materials, and score the Inventory using a disk-based PC.
CONTENTS
PDI EMPLOYMENT INVENTORY
- Introduction
- Purpose and Features of the PDI Employment Inventory
Employment Inventory Background
- Personality Test Approach
Situation Analysis
Measuring Productivity
The EI Predictor Constructs
From Constructs to EI Scales and Items
Item Selection
Validity Results
Description and Use of the EI
- Use of the EI in Employee Selection
Normative Data
- Score Interpretation
Cutoff Scores
Use of the Norm Table
Reliability
Validity
- Content Validity
Subsequent Criterion-related Validation Studies
Meta Analysis
Construct Validity
Factor Analysis
Practical Outcomes Deriving from Validity
Adverse Impact and Fairness
PDI CUSTOMER SERVICE INVENTORY
- Introduction
- Purpose of the PDI Customer Service Inventory
Features of the CSI
Customer Service Inventory Background
- Facets of Customer Service
Personality Measurement
Development of the CSI
Administration of the Experimental CSI
Description and Use of the CSI
- Use of the CSI in Employee Selection
Normative Data
- Score Interpretation
Reliability
Validity
- Content Validity
Criterion-related Validity
Factor Analysis
Adverse Impact and Fairness
REFERENCE
ADMINISTERING AND SCORING THE EI AND CSI
- Directions for Administering the EI and CSI
- Administrative Script
Answering Applicant Questions
Glossary of Words and Phrases
How to Use the Score Interpretation GuideLines
Points to Remember
EI-SALES SCALE INVENTORY
- Introduction
- Purposes and Features of the Employment Inventory-Sales Scale
Various Forms
Background
- Personality test approach
Predicting Behavior
History of Sales Selection
Sales and Customer Service
What the EI Sales Scale Does Not Measure
- Sales Predictor Constructs
Item Selection
Validity Results
Description and Use of the Employment Inventory-Sales Scale
- Use of the EI-Sales Scale in Employee Selection
One Part of the Selection System
Adverse Impact
Normative Data
- Score Interpretation
Cutoff Scores
Use of Norm Tables
Reliability
INTERPRETATION GUIDELINES
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Employment Inventory Research
