Integrity is an important concept in staff recruitment. The damage that dishonest behaviour causes can be enormous. It varies from behaviour that impacts productivity, such as turning up late or petty theft, to serious fraud. The newspapers regularly feature organisations that have sustained serious damage and have even gone belly-up due to integrity violations.
Scientific research has shown that integrity tests contribute to the predictive value of an assessment. Organisations in general benefit from subjecting staff to integrity tests. Below we discuss three integrity tests that can be applied for this purpose.
Generally speaking, personality questionnaires come in two formats: ipsative and normative. An ipsative questionnaire requires you to choose which of two statements appeals to you the most. A normative questionnaire asks you to indicate how much you agree with a statement to which a Likert scale is attached.
Which type of question should you ask – and when? What are the traits and benefits of the two formats? A poll in the Assessment and Development Centre Practitioners on LinkedIn provides clarity as to the pro’s and cons. Let’s consider the distinctions between the two.