Why an In­tegrity Test?

Enterprise - - CORPORATE LOUNGE -

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

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