ABSTRACT
This chapter describes screening methods that companies use to establish an honest and dependable workforce, with special emphasis on pre-employment integrity tests. The use of paper-and-pencil integrity tests spans over years of traditional employment interviews need to be validated against theft criteria before they can be viewed as a viable integrity screening procedure. Integrity tests are psychological tests designed to predict job applicants' proneness for theft and other forms of counter-productivity. Most integrity tests are designed to measure job applicants' attitudes toward, perceptions of, and opinions about employee theft. Validation research that complies with test development guidelines of the American Psychological Association has been published by integrity test publishers. Unlike general personality testing and other types of personnel selection procedures, there has been a great deal of validity research showing that integrity test scores predicted theft behavior. Personnel selection methods, including integrity tests, should not adversely discriminate against any race, sex, or age group.
