Integrity tests assess attitudes and experiences related to a person’s honesty, dependability, trustworthiness, reliability, and pro-social behavior. These tests typically ask direct questions about previous experiences related to ethics and integrity OR ask questions about preferences and interests from which inferences are drawn about future behavior in these areas. Integrity tests are used to identify individuals who are likely to engage in inappropriate, dishonest, and antisocial behavior at work.
Advantages of Integrity Tests
- Have been demonstrated to produce valid inferences for a number of organizational outcomes (e.g., performance, inventory shrinkage difficulties in dealing with supervision).
- Can reduce business costs by identifying individuals who are less likely to be absent, or engage in other counterproductive behavior.
- Send the message to test takers that integrity is an important corporate value.
- Are typically less likely to differ in results by gender and race than other types of tests.
- Can be administered via paper and pencil or computerized methods easily to large numbers.
- Can be cost effective to administer.
- Does not require skilled administrators.
Disadvantages of Integrity Tests
- May lead to individuals responding in a way to create a positive decision outcome rather than how they really are (i.e., they may try to positively manage their impression or even fake their response).
- Maybe disliked by test takers if questions are intrusive or seen as unrelated to the job.