Adding Integrity Testing to Pre-Employment Screening

There is an estimation that at least six thousand business establishments that use integrity tests as a part of the pre-employment screening and selection process for hiring new job applicants for employment. Analysts familiar with this issue believe the tests are only used to screen job applicants for jobs that need fewer skills like employees in a convenience store and retail clerks.

integrityThis definition does not necessarily resolve ambiguities over the universe of tests that are actually just integrity tests. There is a controversy that surrounds the real meaning of honesty and integrity in the workplace; there are arguments over integrity tests and if they differ from other staff tests in the kinds of inferences they support or in the design; and there is only a little information on how honesty and integrity tests are actually conducted in hiring decisions.

What Are Integrity Tests?

Integrity tests are using almost all paper and pencil instruments, administered to job applicants at some stage of pre-employment screening and selection process. Some of these tests are Overt Integrity Tests which are clearly designed to query job applicants about their attitudes toward certain manifestations of lies and dishonesty, especially theft and some information is about their past and their involvement in such activities. An example of the questions in the tests asks the job applicant how honest they are, how prompt and if the job applicant thinks stealing small items from work count as stealing.

Why Do Companies Use These Tests?

Integrity tests are for a lot of reasons, test publishers, employers and researchers that believe that the use of integrity tests can stem the counterproductive behavior and employee theft. Losses from actions like these are quite high is some company settings, according to some of the estimates.

Pre-Employment Screening to Obtain Honest and Productive Employees

The process of hiring and accepting new employees has always been risky. Those selected job applicants may turn out less productive than expected, while those applicants who was not accepted was the one who was productive if they were given a second chance, although the costs to employers of the first type of error are more observable. Both types can undercut the efficiency and productivity of a company. Companies have an incentive to have small costs or find a way to lower the costs caused by hiring unproductive workers as well as the costs of denying employment to workers who would become more productive.

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