What is integrity?

Integrity is commonly defined as doing the right thing, practicing honesty and having morals. When you hire someone with integrity, you can trust they’ll make reliable, ethical decisions.

Integrity helps foster positive relationships in the workplace because team members can trust one another. It can also support a positive reputation in the larger community, as customers, vendors and collaborators expect integrity in their interactions with your employees.

What is an integrity test for employment?

You may get a general idea of a person’s character when you meet them. However, true character typically emerges in challenging situations that test honesty and morals.

Integrity tests assess traits such as trustworthiness, honesty, ethical decision-making and dependability. The results may help you predict how likely the candidate is to behave ethically and follow your organization’s rules.

Types of integrity testing

Two types of integrity testing are most common: overt and covert. Here are the differences:

Overt integrity tests

Overt integrity testing asks questions directly related to dishonest behaviors. The candidate’s answers help you understand how they feel about actions that lack integrity.

Some questions ask the person to address wrong or illegal behavior. The results may give you a better idea of whether or not the candidate acts with integrity and how opposed they are to dishonest actions in the workplace.

Some examples of test questions include:

• If you made an error in your work, how would you handle it?

• Is it okay to charge some personal items on the company credit card?

• Have you ever argued with your manager over tasks delegated to you?

Covert integrity tests

Covert integrity tests are similar to personality tests, with questions focused on the candidate’s overall character. The results can show whether the person is more likely to be honest or dishonest, but they’re more indirect assessments of integrity.

Examples of covert questions include:

• Do you like to take risks?

• Do you think it’s important to always follow rules, even when they seem unnecessary?

• If you were asked to complete a task in a way you disagree with, how would you handle it?

• How do you typically handle situations when you feel overwhelmed at work?

Integrity tests may use a combination of overt and covert questions.

Reasons to use integrity tests

Strong integrity is associated with trustworthiness and dependability. Hiring people with those traits may reduce absenteeism and increase the integrity of your team in several ways:

• Support hiring decisions: An integrity test can help support your decision to hire a specific candidate.

• Predict job performance: Applicants’ test results may help predict their future behavior. It can also help you identify candidates with a high likelihood of success.

• Protect crucial roles: Certain roles require high integrity and trust. These include positions that have access to financial information or interact with vulnerable populations.

• Improve the overall environment: Individuals with high integrity help cultivate positive workplace behavior, which adds to the overall environment. A positive workplace may increase employee retention and satisfaction.

Are there drawbacks to using integrity testing?

Some potential drawbacks to consider before using integrity tests include:

• Overlooking strong candidates: Conducting testing after the final candidates are selected can help ensure all applicants who meet the position’s requirements are considered, regardless of their integrity test results.

• Inaccurate results: People may respond based on what they think they should say rather than their honest experiences and beliefs.

• Varying definitions of integrity: You might have different ideas of what integrity means and prefer certain traits over others. While following rules is often viewed as high integrity, respectfully challenging established protocols can also encourage innovation and positive organizational change.

Best practices for conducting integrity tests

The following tips might help you use integrity tests effectively:

• Decide how to use the tests: You might use the tests for all positions or only those with job duties that require high integrity.

• Use a mix of questions: When selecting a test, consider choosing overt and covert questions that cover various topics. A broad range of questions can help you evaluate the individual’s integrity.

• Incorporate other assessment methods: When integrity is a top concern, consider other assessment methods. Examples include asking integrity interview questions and contacting references.

• Communicate with applicants: If candidates have questions or concerns about the test, address them directly and be honest about the assessments.

Frequently asked questions about integrity tests for employment

When should you conduct integrity testing?

You can conduct integrity testing for employment at any time during the hiring process. You might have applicants complete an online assessment or narrow the candidate pool first. Some tests include detailed information that analyzes the person’s answers on a deeper level.

If you choose this test, consider reserving it for the final candidates. This lets you review the detailed information more closely.

Are you allowed to conduct integrity testing?

Always review the state and federal regulations regarding hiring practices. Pre-employment testing is generally permitted if it complies with employment discrimination laws and other relevant regulations.

How do you handle integrity issues in the workplace?

Whether or not you conduct integrity tests, you may hire employees who don’t represent your standards. Address your specific concerns about the employee‘s behaviors in a one-on-one meeting. The employee may not realize their behaviors are unacceptable.