Integrity assessments evaluate an applicant's tendency to be honest, trustworthy, and dependable. A lack of integrity is associated with such counterproductive behaviors as theft, violence, sabotage, disciplinary problems, and absenteeism. Integrity assessments have been found to measure some of the same factors as standard personality tests, particularly conscientiousness. Integrity is strongly related to conscientiousness, which is also a strong predictor of overall job performance. Integrity assessments can add a significant amount of validity to a selection process when administered in combination with a cognitive ability test. Few differences in integrity assessments are found between men and women or between different races or ethnicities. Integrity assessments will help reduce dishonesty or theft at work, and they will help you avoid hiring problem employees.
Overt integrity assessments are designed to directly measure attitudes relating to dishonest behavior. Overt integrity assessments often contain questions that ask directly about the applicant's own involvement in illegal behavior or wrongdoing. Such transparency can make guessing the correct answer obvious. However, if the applicant doesn’t believe stealing is wrong, the correct answer will not be obvious to them.
Integrity assessments have been shown to be valid predictors of many counterproductive behaviors such as absenteeism and theft. The use of integrity assessments in combination with cognitive ability tests can substantially enhance the prediction of overall job performance.
Integrity assessment as a Candidate Assessment Strategy Canada will yield a high return on investment in businesses where counterproductive behaviors (e.g., theft of valuable property or theft of sensitive information, or absenteeism) are highly disruptive to organizational functioning. Integrity assessments are typically multiple-choice in format and administered online. They will help hiring managers avoid hiring people likely to become problem employees.
Integrity assessments are most widely used for entry-level positions for which dependability and rule-following are particularly important. These assessments measure whether applicants have the potential to be successful in jobs where performance requires a high level of honesty and dependability.
The business outcomes listed above show how integrity assessments can serve as a risk management strategy. Certain applicants represent a higher risk of engaging in counterproductive behaviors based on their assessment responses. By using integrity assessments like Step One Survey II – Canada Version early in the hiring process, employers can manage risks, reduce costs and avoid workplace behaviors that damage their organization.