Use of Integrity Tests for Pre-Employment Screening

摘要

An estimated 5,000 to 6,000 business establishments in the United States use honesty and integrity tests in the process of screening and selecting job applicants for employment. Analysts familiar with the issue believe the tests are principally used to screen applicants for nonmanagerial, less-skilled jobs, such as convenience store employees and retail clerks. The report has defined honesty and integrity tests as written tests designed to identify individuals applying for work in such jobs who have relatively high propensities to steal money or property on the job, or who are likely to engage in behavior of a more generally 'counterproductive' nature. Counterproductivity in this context often includes types of 'time theft', e.g., tardiness, sick leave abuse, and absenteeism. In response to a request from the House Committee on Education and Labor, OTA examined available evidence on integrity tests, with emphasis on two basic questions: Has the research on integrity tests produced data that clearly supports or dismisses the assertion that these tests can predict dishonest behavior; What public policy issues are raised by the use of integrity tests for pre-employment screening and selection.