Evaluate Integrity & Attitude Before You Hire

Integrity & Attitude is one of three primary dimensions measured by the IC and SL Behavioral Assessments from Discovered Assessments, alongside Personality and People Traits. It has nothing to do with technical production abilities —  instead, it predicts how well a candidate will get along with their supervisor, fit into the team, and contribute to the well-being of the company. A high percentage of employees who rate poorly on Integrity & Attitude end up quitting or being terminated. The assessment captures how their integrity and attitude will look after the honeymoon period is over.

Yes — through structured behavioral assessments that measure response patterns across many questions, not a single interview answer. Attitude-related behaviors like blame-shifting, fault-finding, or resistance to authority show up consistently in how someone responds across dozens of questions, making them much harder to fake than a single interview. A LeadershipIQ study of 5,247 hiring managers found that 89% of new hire failures were caused by attitude problems — not technical skill gaps.

No. A personality assessment describes how someone prefers to communicate, make decisions, and approach their work. An Integrity & Attitude assessment focuses specifically on patterns that predict workplace problems: whether someone takes responsibility or blames others, supports the team or pursues their own agenda, communicates honestly or misrepresents facts. Both appear in the IC and SL Behavioral reports, but they answer different questions about a candidate.

Candidates naturally try to present themselves positively — but the assessment is designed to account for this. Each trait is measured across multiple questions, making it difficult to maintain a consistently favorable but inaccurate pattern throughout the entire assessment. The report also includes Reliability Indicators that flag when a candidate's responses appear inconsistent, overly favorable, or possibly rushed.

One elevated trait is rarely a disqualifier on its own. The strongest signal comes from the pattern across all five traits. Use one flagged trait as a prompt to ask targeted behavioral interview questions about that specific pattern. A hiring decision should always weigh the full picture: the overall average, individual scores, reliability indicators, interview performance, and references.

The Integrity & Attitude dimension is grounded in decades of applied hiring research. Because it is measured across dozens of questions — not a single interview answer — the patterns it captures are far harder to fake or misread. Proprietary outcome data from Discovered Assessments shows that candidates scoring at attitude level 7.5 or higher perform well or very well 96% of the time, while candidates at level 2 show very poor outcomes 71% of the time. Reliability improves further when the report is used alongside structured interviews and reference checks.

For individual contributor, administrative, operations, and frontline roles, use the IC Behavioral Assessment. For sales, leadership, and management roles, use the SL Behavioral Assessment. Both provide full five-trait scoring. For high-volume hiring where you need a faster integrity screen, IntegrityFirst or the Positivity & Integrity assessment are shorter alternatives.