[citation needed] Employers may administer personnel selection tests within the scope of background checks that are used to assess the likelihood that behavior.
Integrity tests are administered to assess whether the honesty of the potential candidate is acceptable in respect to theft and counterproductive work behavior.
It is designed to find "undesirable" traits in a person's behavior, past crimes, and dishonesty, in order to sort out potential candidates.
[3] Examples of overt integrity test are: London House Personnel Selection (PSI), the Reid Report, the Stanton Survey, and the Phase II Profile.
The Reid Report evaluates social behavior, substance use, work background, optimism, persistence, influence, valuing of interpersonal relationships, self-restraint, willingness to help others with tasks.
[5] The Stanton Survey helps identify if a person will steal merchandise, misuse sick days, break company policy, and give unauthorized discounts, counterproductive behaviors.
The Hogan personality inventory evaluates hostility towards authority, thrill seeking, conscientiousness, confused vocational identity, and social insensitivity.
[1] Critics of integrity testing think 1) it is unfair to avoid hiring someone because they have a predisposition to do something that they might never do, 2) integrity tests can violate legal and ethical privacy standards, because some questions may not be related to specific duties of the job, and there is no protection for the illegal use of the data.,[1] 3) integrity tests would have adverse impact of screening out a higher proportion of minority group members.,[1] 4) if a client learns of their own score, it may have an adverse effect on their morale, but even if the scores were only shown to the employers, it could affect the employers attitude towards the employee which could hurt the effectiveness of the employee.