The use of integrity assessments has progressively increased in demand to identify job applicants in the selection and recruitment process. The uses of integrity assessments and credit checks have been used for many years to select individuals with suitable work behaviour in positions that require reliable employees. During the selection process the aim of integrity assessments is to supplement credit records and to predict counterproductive work behaviours (CWB) or to identify candidates that will not be involved in risky behaviours that could impact their position within the organisation.
The National Credit Act (NCA) 34 of 2005 made changes to the act wherein adverse consumer information and information relating to paid up judgment were removed and implemented on the 1st of April 2014. From this date, all registered credit bureaus removed adverse consumer credit information and information relating to paid-up judgments. These changes in legislation mean that more emphasis should be placed on the contribution and importance of integrity assessments during the selection process.
Integrity tests consist of two categories that measures different areas of counterproductive work behaviour. The first category “overt” integrity assessments measures the individual’s attitude towards counterproductive work behaviour e.g. questions about fraud and the overall honestly of the individual. The second category, “covert” integrity assessments measures tendencies that the individual has towards counterproductive work behaviour e.g. dependability.
Research indicates that individuals who display tendencies towards counterproductive work behaviour can be identified using integrity and dependability type questionnaires. Although it is difficult to predict specific areas of concern, questionnaires are rather robust in predicting an overall tendency to counterproductive work behaviours. Recruiting candidates in high-risk positions such as security or financial services can thus benefit from using integrity assessments in protecting the organisation by hiring more reliable and dependable employees.
Research in the areas of dependability and integrity assessment indicate that more conscientious, dependable, emotionally mature and agreeable individuals are less likely to be involved in risky behaviours related to fraud, absenteeism, team conflict and safety incidents.
Integrity assessments should, however, be used as part of a comprehensive assessment process and tends to be effective to reduce risk when recruiting new staff members for specific positions in various roles in organisations.
The use of integrity assessments has progressively increased in demand to identify job applicants in the selection and recruitment process. The use of integrity assessments and credit checks have been used for many years to select individuals with suitable work behaviour in positions that require reliable employees. During the selection process the aim of integrity assessments is to supplement credit records and to predict counterproductive work behaviours (CWB) or to identify candidates that will not be involved in risky behaviours which could impact their position within the organisation.
For more information on integrity assessments, contact us at info@tts-talent.com