These types of instruments have been around for a number of years and are probably the type of testing that is used most often in entry level and retail positions. The reason that these integrity tests are still widely used is that they have been proven to work in preventing loss due to employee theft. I feel there is a value in identifying potential behavior problems in all positions.

There are two formats that are most common. One type is a go-no-go gauge where an applicant either makes the grade or does not, based on predetermined scores or criteria. The other type provides a rating of an applicants score and prompts follow up interview questions to get clarification about their responses.

I prefer the second type as it lends itself to more information being exchanged and can sometimes salvage an applicant for non-critical or low exposure positions. Some of the newer instruments can even flag potential problem areas, such as honesty, dependability, aggression, computer abuse and even tendencies toward sexual harassment. In todays labor pool we may have to make decisions based on qualifications and certifications where this type of information can be crucial in supporting and monitoring our potential employees.

If you would like to explore more details about one of our integrity questionnaires, visit our CBI Integrity Questionnaire section.