In the modern organisational environment, integrity assessments are not a new practice. In fact, they have been used in various forms over the years, beginning as personality assessments. Over the years, the personality assessments have morphed into tests that can gauge more than just the suitability of a personality for a particular role.
Integrity assessments are now used to differentiate between suitable job applicants and the unsuitable job applicants, the latter being those who are not particularly suited for the job or who tend to be dishonest during their application processes. In the modern world, the integrity assessment is geared towards predicting particular behaviours that could be counterproductive within a particular or specific work environment.
Usually, the integrity assessment focuses on two different types of behaviour, namely the “overt personality” or “covert personality”, which provides an insight into the conduct of a candidate for a particular position. It centres on the behaviour of the individual in a particular environment and the attitude of the person towards certain counterproductive work behaviours, such as theft or fraud. For companies who need employees with a huge sense of integrity, such as bookkeeping, auditing, inspections and moderating, these factors all come into play and are very important in terms of keeping the company on the straight and narrow, not to mention avoiding any distractions and crimes such as bribes and fraud.
Integrity assessment tests normally contain questions about the person’s history and attitudes towards crime in general, and in particular theft. It gauges their likelihood of engaging in destructive behaviours that may affect the organisation. In short, they are designed to gauge the ability of the person to be honest at all times and in general.
Secondly, integrity assessment tests ascertain the likelihood of the person’s covert ability to disguise their abilities to participate and hide dishonesty. It means that a very indirect approach needs to be taken. These tests are cleverly designed to determine and identify the proclivities or likelihood of a person to engage in dishonest behaviour in a way that will not alert them to what is actually being measured. Other personality traits, such as social conformity, counterproductive behaviour, hostile reactions and negative views of authority, can be predicted with a high degree of success with integrity assessments that are designed for a particular position.
Why Integrity Assessments are Important
Integrity is not something that everyone possesses. It is therefore essential that certain positions that require integrity, accountability, and honesty are filled by the people who are able to perform well within these positions without the risk of them becoming dishonest. Because there is a high likelihood of workplace crimes in South Africa, it is crucial that new applicants for positions that require a degree of trust are evaluated scientifically. This is where an integrity assessment can help employers find people who they can truly trust with their stock, finances, assets, and employees.
How FWA Organisational Development Can Help
Because we specialise in the development of integrity assessments, we are able to put our clients in a position to actively and accurately gauge the right people for the positions they need. It is a fact that honesty and integrity play a huge role in employment today and with our help, we enable our clients to choose the best candidates for their positions.
Contact us if you want to find out more about integrity assessment tests and how we can help you to move forward by finding the most ideal candidates for your company.