What are Pre-Employment Integrity Tests?

When companies hire new employees, they’re not just looking for skills, they want people who are honest, reliable, and ethical. That’s where pre-employment integrity tests come in. These tests help employers figure out if a candidate is likely to be trustworthy and follow the rules. While they can be really helpful in reducing risks like theft or misconduct, they’re not perfect. Let’s dive into what these tests are, why they’re useful, and a few things companies should keep in mind.

What Are Pre-employment Integrity Tests?

Integrity tests are designed to measure a person’s honesty, reliability, and decision-making in ethical situations. Unlike personality or skill tests, these focus on how likely someone is to follow workplace rules or engage in unethical behavior. The questions could be direct, like asking if someone has stolen from a previous job, or more subtle, evaluating how they think about workplace rules and honesty.

Scores on integrity tests correlate positively with a number of criterion variables that are beneficial to an employer, such as job performance or tenure (staying in a job and not quitting quickly). They also correlate negatively with bad variables, such as propensity to steal from the employer, or counterproductive work behavior (CWB). As such they can be incredibly important to employers, especially at an aggregate level, for example if the employer hires thousands of people every year, the return on investment can be quite substantial!

Types of Integrity Tests

There are two main types:

1. Overt Integrity Tests: These ask direct questions about a person’s past behavior, like whether they’ve lied to a boss or stolen something at work.

2. Personality-based Integrity Tests: These focus on traits like responsibility and dependability, without directly asking about honesty. They aim to assess whether someone’s personality aligns with ethical behavior.

Examples of Integrity Assessment Items

For the first type above, here are some example items, answered in Y/N format:

• I think it is OK to take home minor objects from my employer, such as a stapler
• It is acceptable to put personal purchases on a company credit card
• If I was a manager, I would promote my friends even if they are not doing a good job.

Here are some examples of the second type:

• I think it is important to do high quality work
• I like to finish things that I have started
• It is important to be punctual.

 

Why Use Integrity Tests?

Here’s why more companies are using integrity tests during hiring:

1. Lower Risk of Dishonesty: These tests can help spot candidates who might engage in unethical behavior like theft or fraud. For businesses that handle money or sensitive info, this can prevent big problems later on.

2. More Reliable Employees: People who score well on integrity tests tend to be more reliable, showing up on time, following rules, and doing their work without constant supervision.

3. Reduced Turnover: When you hire people who share your company’s values, they’re more likely to stick around. This means lower turnover and fewer headaches from constantly recruiting and training new employees.

4. Building a Positive Culture: Prioritizing integrity in hiring sends a message to your workforce that honesty and accountability matter. This helps create a positive work environment where people trust each other and follow the rules.

Limitations of Integrity Tests

While these tests can be helpful, they’re not foolproof. Here are a few things to watch out for:

1. False Results: A common threat to validity is “faking good.” One problem with non-cognitive tests like this is that they are easy for an examinee to catch onto what is being assessed, determine what the employer would like to see, and answer in that manner. So, even if someone thinks it is OK to take home a stapler, they will answer No to that item. This, of course, can lead to false positives when hiring. Sometimes, an honest candidate might answer a question wrong and fail the test, or a dishonest person might know how to give the “right” answers. This could lead to hiring mistakes.

2. Bias: Integrity tests can sometimes unintentionally discriminate against certain groups if they’re not carefully designed. Different cultures or experiences can influence how people respond to questions.

3. Over-reliance: While useful, integrity tests shouldn’t be the only test for hiring decisions. Interviews, references, and other assessments should also be part of the process. This is known as incremental validity.

4. Privacy Concerns: Some candidates might find these tests too personal, especially if they ask about past behavior. Companies need to make sure the questions respect privacy and are legally compliant.

 

Ethical and Legal Considerations

There are some ethical issues to consider when using integrity tests. Is it fair to judge a person’s character based on a test? These tests might not fully capture someone’s true ethical behavior. Also, companies need to think about how transparent they are with candidates. If someone doesn’t get hired because they failed an integrity test, should the company tell them why? It’s important to be fair and transparent, but that can also bring legal challenges. It is critical for an employer to show that any test used for pre-employment screening is job-related (e.g., testing an accountant on knowledge of accounting law) or has predictive validity  without showing bias.

Conclusion

Pre-employment integrity assessment can be a great way to assess a candidate’s honesty, reliability, and ethical decision-making. They help reduce risks like theft and improve workplace culture by bringing in employees who share the company’s values. However, they aren’t perfect and should be used alongside other hiring methods. By combining integrity tests with interviews and other evaluations, companies can build a trustworthy and reliable workforce.