What is Integrity Testing?

Integrity testing, also known as honesty testing, is a method used by employers to assess the honesty and integrity of job applicants or current employees. These integrity tests aim to measure the likelihood of someone engaging in unethical behaviors like stealing, lying, or cheating, which could harm the company.

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Employers use integrity testing as part of the hiring process and to evaluate team members for promotions or disciplinary actions. The testing results help identify individuals at risk of violating company policies and procedures. While some view this type of testing as a way to maintain high ethical standards and protect company assets, it is also controversial. Critics argue that integrity testing can be unreliable, may invade privacy, and could have an adverse impact on the work environment.

Despite these concerns, many companies continue to use integrity tests as a cost-effective way to ensure that they hire and retain employees who align with the company’s ethical standards and company culture. HBR’s pre-employment assessment research

Types of integrity testing

Integrity testing is a crucial process for evaluating an individual’s honesty and adherence to ethical standards. There are several types of integrity testing methods used to ensure high integrity and honesty in the workplace:

Behavioral integrity tests: These tests assess past behavior to predict future actions. They often include questions about past job performance, work history, and criminal background. This helps in understanding the individual’s alignment with company policies and procedures.
Honesty tests: These tests measure the likelihood of engaging in dishonest behaviors, such as theft or fraud. They are essential for protecting company assets and maintaining a trustworthy work environment.
Attitude tests: These tests evaluate an individual’s attitude towards honesty and integrity. They measure willingness to follow rules, laws, and ethical standards, which are vital for upholding company culture.
Statement based integrity tests: These tests consist of statements where the test taker agrees or disagrees. They measure an individual’s ethics and moral values, providing insight into their overall integrity.

These integrity tests play a significant role in the hiring process and ongoing assessments within organizations. They help ensure that employees uphold ethical standards, contribute positively to the company culture, and align with the organization’s values. Using a mix of these testing methods can lead to more accurate testing results and a stronger, more trustworthy team.

Why is an integrity test important?

Integrity tests are crucial tools for employers to assess the honesty and integrity of job applicants and employees. These tests measure the likelihood of someone engaging in behaviors harmful to the company, like theft, lying, or cheating.

Protecting company assets: Integrity testing helps identify individuals at higher risk of unethical behavior, safeguarding the company’s assets and financial health.
Improving employee performance: Employees with high integrity and honesty are typically more reliable and adhere to company policies and procedures.
Creating a positive work culture: By using integrity tests, employers can build a positive company culture that aligns with their values and ethical standards.
Compliance with laws and regulations: Integrity tests assist in meeting legal requirements, such as background checks, and ensure compliance with regulations in the United States and beyond.
Reducing turnover: This type of testing also helps reduce turnover by selecting employees likely to stay with the company long-term.

Understanding what is integrity testing and its testing methodology can help businesses implement cost-effective and high-quality testing measures that improve overall team member dynamics and support company culture. SHRM’s integrity testing guidance

Integrity testing is one of the strongest predictors of employee performance and counterproductive work behaviors : a key tool for skills-based hiring. Organizations using pre-employment assessments ensure every hire is grounded in verified skills. A data-driven hiring plan reduces mis-hire risk, while strong talent acquisition practices focused on skills-based hiring help organizations attract and retain top talent.

Frequently asked questions

Integrity testing is a category of pre-employment assessment designed to predict whether a job candidate is likely to engage in counterproductive workplace behaviors : including theft, dishonesty, substance abuse, safety violations, absenteeism, and violence. Integrity tests measure personality traits and attitudes (honesty, conscientiousness, dependability) that predict behavioral reliability and ethical conduct on the job.

Overt integrity tests directly ask about attitudes toward theft, honesty, and counterproductive behavior : for example: ‘Is it ever acceptable to take small items from an employer?’ or asking about prior theft or dishonesty. Covert (personality-based) integrity tests measure personality dimensions (conscientiousness, emotional stability, agreeableness) that predict counterproductive behavior without directly asking about dishonesty. Covert tests are less obvious to candidates and less susceptible to faking.

Meta-analyses (Ones, Viswesvaran, and Schmidt, 1993) found integrity test composite validity of approximately .41 for job performance and .32 for counterproductive behavior : strong predictive validity by personnel selection standards. They are among the best-validated predictors available, outperforming unstructured interviews and many cognitive tests for predicting theft and dishonesty. Their predictive validity is robust across industries and job types.

Integrity tests are generally legally permissible under federal law. Key considerations: avoid tests that inadvertently screen out protected groups (test for disparate impact), do not use polygraphs for pre-employment screening (the Employee Polygraph Protection Act prohibits this for most private employers), ensure the test is validated for the specific job and population, provide reasonable accommodations for candidates with disabilities that affect test-taking, and comply with any state restrictions on personality assessments.

Background checks verify documented history : criminal records, employment history, credit (where permitted), education credentials. Integrity tests measure psychological attributes : attitudes and personality traits that predict future behavior. Background checks reveal what a candidate has done; integrity tests predict what they are likely to do. Both contribute different information to a comprehensive pre-employment screening process.

Integrity tests provide the most value for roles with: access to cash, inventory, or high-value assets; positions of trust (financial controls, data access, customer care); safety-sensitive positions (transportation, healthcare, manufacturing); and roles where counterproductive behavior would have high organizational impact. For roles with limited autonomy or asset access, the cost-benefit of integrity testing may be less compelling. Use as part of a multi-method selection process, not as a standalone decision tool.