What is Honesty Testing?
Honesty Testing, also known as integrity testing, is a strategy used by companies during the hiring process. It helps them to determine whether potential employees are competent and trustworthy. In addition, it may also help to predict future fruitless or destructive behavior in the workplace.
Company HR basically performs honesty tests as a way to weed out unreliable employees from those who will prove to be assets for the company in the future.
Types of Honesty Testing
Honesty Testing is performed in two parts: by using overt tests and asking personality-based questions. So, what do these mean
Overt Test
An overt test attempts to figure out the employee’s opinion towards certain behavior in the workplace. Interviewers do this by asking them questions based on their past behavior, as well as potential involvement in illegal activities. An overt test also tries to gauge their attitude towards unlawful or immoral actions in the office.
The overt test takes place in two parts- with the first part aiming to assess the applicant’s view on theft, fraud, and other unlawful activities. The second is more direct and asks them whether they have been involved in such activities in the past and the nature of their involvement. If the company finds an applicant’s answers undesirable, then they may refrain from taking them on as an employee.
Covert Test
The second type of test is called a Personality-oriented test. This is also called covert testing. There are a few types of Personality tests, including the Hogan personality inventory test, the Myers-Briggs Type Indicator (MBTI), and the Personnel reaction blank test. These tests help to figure out the various nuances of an employee’s personality. These traits may either make them a dependable, skilled worker, or a liability in the workplace. The major personality traits that the hire seeks to assess are social conformity, thrill-seeking, dependability, and conscientiousness.
Limitations of Honesty Testing
These employee Honesty Testing are based on assumptions- which means most of the time they do not reflect the whole truth. Even if a candidate’s test results show them in a negative light, these results are not completely valid unless the candidate has in fact engaged in theft or other destructive behavior in the past.
Fake Answers
People may also give fake answers to the test, which may deviate from their actual feelings. This may be to show themselves in a better light and increase their chances of employment. Most tests do have lie scales to determine whether the test-taker is telling the truth. However, the falsehoods can still in fact mess with the final result.
Difference between Opinions and Actions
Some people may have harsh opinions on things, but it may not be in their nature to actually act on those feelings. It may be for a company to refuse to hire an applicant simply because they have a different outlook on things. The same people may very well never act on those thoughts, making their feelings redundant.
Unintentional Discrimination against Minorities
Integrity tests may also filter out people who think in traditional or orthodox manners. This can simply be a result of the way that they have been brought up. As a result, companies may unintentionally exclude many minority groups from running for the position.
Decrease in Morale, or Discrimination against employees based on their scores
Many people also feel that the score obtained by the applicant may hurt their morale if it is low. This can cause them to become resentful of their employers, or be less productive. Even if the company does in fact hire these people, the employers may show bias towards them because of their low scores. They may treat them unfairly or keep too close of an eye on them, making it a toxic work environment.
Is Honesty Testing the right move?
Because of these reasons, people consider employee Honesty Testing to be quite controversial. Though it is true that they are not always 100%, and no one can figure out a person’s true nature merely through tests, it may be necessary on the company’s side as a precautionary measure.
A few countries and states have banned integrity testing altogether- in fear of being sued. Some employees may ask questions related to their sexual orientation, overall temperament, or religious beliefs. These may prove to be invasive, especially for people who have conditions like ADHD or Autism or are not open to sharing about their religion or gender identity. Many people have raised concerns about these questions, as well as filed cases against the companies for hurting their sentiments on these bases.
A business may have a lot to lose by engaging the wrong employee. Hiring someone with a destructive nature can cause them huge losses- in the form of time, productivity, and reputation.
Conclusion
It may be difficult to accurately validate employee Honesty Testing. Because of this, employers may not be able to read the applicant’s true personality properly. It may cause them to inaccurately judge the candidates and reject perfectly capable ones while hiring employees who may prove to cause them harm in the future.
Hence, the best way to conduct the hiring process is to not rely on the honesty test alone. It’s better to consider an employee’s conduct during the interview, their skills, and their past experience to figure out if they will be a good fit for the company. Honesty Testing should simply be a part of their entire process, not overshadow the other aspects of the employee.
