Counter-Productive Behavior Index (CBI)

CounterProductive Behavior Index

The Counterproductive Behavior Index™ is the most cost-effective screening procedure to identify these high risk work related attitudes and behaviors:

  • Substance Abuse
  • Dishonesty
  • Computer Abuse
  • Lack of Dependability
  • Workplace Aggression
  • Sexual Harassment

The CBI is a contemporary integrity test—a cost-effective screening procedure for identifying job applicants whose behavior, attitudes, and work-related values are likely to interfere with their success as employees. The Counter-Productive Behavior Index consists of an objective questionnaire with 140 true/false items that can be completed by the job applicant in 10 to 15 minutes.

How the CBI works:

The job applicant completes the true/false questionnaire online in 10–15 minutes.  The hiring manager receives the results in less than 60 seconds. The perfect solution for every business. Saves time and money.

Available Online:

The Online version of the CBI automatically produces an extensive report that includes behavioral interview questions linked to incorrect answers.

CBI Sample Report

CBI Technical Manual

Part One of the CBI Report is the Profile. The Profile provides a graphic “snap-shot” representation of an applicant’s scores and the level of concern about those scores.

Part Two of the CBI Report is the individual scale scores with interpretive information for each scale.

Part Three of the CBI Report is the follow-up questions. For each question asked in the CBI (except for the Good Impression questions), follow-up behavioral interview questions are provided. If the CBI reveals scores in the Concern or Serious Concern areas, asking appropriate follow-up questions are critical to the success of the selection process.

Administrator’s who regularly use the CBI’s follow-up interview questions often discover valid reasons why an applicant scored high on one or more of the scales. The appropriate interview questions are produced automatically based on the applicant’s answers. You may choose to print any individual CBI report with or without the follow-up interview questions.

Understanding and Using the CBI Good Impression Scale

The CBI Good Impression (GI) Scale measures an applicant’s tendency to underreport counter-productive behaviors on the survey.

Low scorers are open about acknowledging their normal faults and imperfections. High scorers deny normal shortcomings and exaggerate personal virtues, suggesting that their scores on the other scales may be artificially depressed (underreported) by their efforts to make a good impression. Scores on this scale are to be used to determine the degree of confidence that should be placed in the remainder of the CBI Profile.

Scores of 14 and below on the Good Impression Scale suggest that the applicant’s answers on the CBI were forthright and free from distortion and defensiveness. Applicants with GI scores in this range provide confidence that their scores are not
artificially depressed or underreported.

Scores of 15 to 16 on the Good Impression Scale suggest that the applicant’s answers may be somewhat distorted by defensiveness and a desire to give a “good impression.” The applicant should be considered to have underreported, to some degree, troublesome behavior. Scores in the 15-16 range should never be used to disqualify a candidate from consideration. Because most applicants want the jobs for which they apply, conscious or unconscious efforts to create a “good impression” may be present. It is the responsibility of each administrator to determine how much risk or distortion can be tolerated before declaring the CBI Profile invalid.

Scores of 17 and above on the Good Impression Scale suggest that the applicant’s answers significantly underrepresent his or her potential for disruptive behavior in the workplace. There is little likelihood that any confidence can be placed in the accuracy of the applicant’s reported scores. The Profile is not to be considered valid with GI scores in this range.