Used properly, integrity tests can help legally screen out applicants who might otherwise become high-cost employees. Organizations using these tests report decreases in workers’ compensation costs, absenteeism, and shrinkage. These factors—along with low cost and high return on investment—have contributed to the increasing popularity of such tests.
Integrity tests either measure personality covertly, or transparently ask test takers to disclose past counterproductive behavior or attitudes toward future counterproductive behavior. These counterproductive behaviors can include unreliability, hostility, substance abuse, computer abuse, illegal harassment, and dishonesty. Whichever type of test you choose, it is important to explore the validity evidence of any test administered to applicants. Vendors selling these tests should be ready and willing to provide employers with validity data.
In addition to properly vetting any test considered for use, employers will also want to identify work behaviors—both desirable and undesirable—they wish to screen for.