TuPT (Turnover Probability Test)

Description

When an organization hires someone new, the company is taking a risk on many levels. Human Resources has to spend time and money to interview every person, and conduct background and reference checks. The candidate who is chosen will need to undergo weeks of orientation and training, which is another drain on the company’s resources. The organization may even decide to have a new employee shadow an experienced team member, which could slow down that person’s productivity as he or she spends time helping the new person learn the proverbial ropes. It goes without saying that most company’s want to make sure that they hire the right person the first time around, because turnover is a costly business. Granted, staying in the same job until retirement is less common these days, but jumping from one job to another is frustrating for an employer.

This test is intended to analyze a person’s likelihood of quitting a job. While no assessment can predict voluntary turnover with certainty, this test may be able to identify reasons why he or she is more likely to leave a company. This isn’t to say that quitting is wrong under all circumstances; a person may have a very viable reason for leaving a position – a once-in-a-lifetime opportunity to get their dream job, family illness, or the desire to go back to school, for example. However, if a job candidate has developed a habit of leaving jobs within a short period of time, without really thinking twice about it, it’s important to get the root of this issue.

Purpose: There are certain personality traits and characteristics that can influence a person’s likelihood of quitting a job. TuPT is designed to identify people with this profile.

Vitals
No. of questions: 119
Question type: Self-assessment, situational
Estimated completion time: 45-60 minutes
Shorter versions of assessment: N/A
Recommended age level: 18+
Qualification Level: Class A
Compliance: APA standards
Validation Information:
● Validation study is ongoing

Features
Benchmarks: Available
Interview Questions: Available
Group Comparisons: Available

Report Includes:
● Overall likelihood for turnover
● Introduction
● Graphs
● Detailed narrative interpretation
● Strengths and Development Areas
● Tips for test-takers to reduce their likelihood for turnover
● Impression Management

Factors and Scales:
Overall Score plus results for the following scales:
● Job-Hopping: Assesses a person’s tendency to leave a job after a short time.
● Loyalty: Assesses the degree to which a person is committed to a company.
● Conscientiousness: Assesses the degree to which a person is organized, diligent and
reliable.
● Calculated risk-taking and decision-making: Ability to make well-thought-out decisions
and take smart risks.
● Resilience: Ability to deal with stress and bounce back from hardship.
● Emotional Stability: Ability to deal with stress and bounce back from hardship.
● Locus of Control: Perceived sense of control over one’s environment and one’s potential
for success.
● Moderating Job Factors: Factors that can influence a person’s level of job satisfaction.
This factor is broken down into the following scales: Reward Orientation, Ambition, and
Need for Stability.
● Deal-breakers: Factors that may compel a person to quit his or her job. Broken down into
26 possible reasons a person may quit.