Horizon Staffing

Written Integrity Testing

Written integrity tests have been used by employers for over forty years. These tests have been developed to predict whether an applicant will take part in various forms of workplace counterproductivity (e.g., absenteeism, illegal drug use, theft, not working during working hours). Research in the area of personnel psychology has consistently shown that these tests are extremely effective in predicting workplace counterproductivity. A quote from an extensive review of the research on written integrity tests states:

“Results indicate that integrity test validities are substantial for predicting job performance and counter-productive behaviors on the job, such as theft, disciplinary problems, drug use and absenteeism.”

In addition to the strong validity evidence discussed above, integrity tests have been shown not to exhibit disparate impact. These tests have been administered to millions of job applicants over the last forty years and have not been a lightning rod for litigation (only about 35 challenges). Moreover, in the case of every challenge, the EEOC or the relevant state human rights agency has found in favor of the employer. Also from a legal perspective, integrity tests can be a useful form of defense against negligent hiring suits.

Finally, written integrity tests are relatively inexpensive compared to all of the hiring

procedures discussed in this paper. They can be easily and quickly administered either online or via a toll free number. As a result, high risk applicants can be screened out before time and money are wasted on interviews, credit checks, criminal background checks, references and drug testing.

Employers who are interested in using a written integrity test need to be sure to select a scientifically supported assessment. This stems from the fact that not all test publishers offer appropriately researched assessments. Employers should look for a publisher with appropriate professionals (e.g., industrial psychologists, employment attorneys, measurement specialists) on staff, as well as documentation of the test’s validity. An employer should also look for a publisher who is a member of the Association of Test Publishers.

This article is written by David W. Arnold, Ph.D., J.D.