Why an Integrity Test?
As you start reading, your eyes should catch up on ‘unproductive’, ‘dangerous’ and ‘risky actions’. Certainly these are the most unwanted forms of behaviour from an employee who would be tolerated at the workplace. Therefore, an integrity test becomes pertinent as part of the hiring process.
It may be surprising though, but these tests are so designed that employees provide very candid answers regarding their deviant nature, if any. Workplace theft, drug abuse or harassment tendencies can be easily detected through integrity tests. It is natural to expect tricky responses from the candidates, but the control questions within the test enable detection when the candidate is just getting through.
Before asking why an employee’s integrity test is needed, the constituents of integrity must be addressed. Honesty and responsibility are the two major elements of focus, out of which emerge the dependability, trustworthiness and reliability factors.
The purpose of assessing an employee’s honesty is to avoid any withholding of important information, delay in admitting mistakes and possible negative responses; which all count for a violation of trust. The assessment can lead to possible solutions to convert the negative aspects into positive ones.
Concerning the responsibility factor, candidates are expected to provide accountability of their actions along with completion of assigned tasks within the assigned time. The basic target of assessing responsibility potential is how the candidate is able to deal with unavoidable shortcomings during a task. By creating positive solutions for natural mishaps, an employee builds exemplary trust.
A common observation is that business executives fail to extract success by simply not requiring integrity traits from employees, they do not acknowledge the integrity practicing employees and allow violators of integrity to continue working for them.
Questions about an employee’s integrity are not meant to hold a business owner responsible as this is brought to the job by the employee and it cannot be created or damaged by the employer