Sample Integrity Test Questions Employers Can Use

·  5 minutes read

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    Let’s be real—most hiring mistakes don’t happen because someone lacked skills. They happen because someone lacked integrity.

    They told you what you wanted to hear during the interview. But then came the shortcuts, the finger-pointing, the poor attitude, the “not my fault” responses. Sound familiar?

    That’s exactly why pre-employment integrity testing matters. In this blog, I’ll walk you through practical integrity test examples you can start using right away, along with tips to avoid common pitfalls. Whether you’re hiring for frontline staff, admin, or leadership roles, these questions help you separate the truly reliable from the risk.

    What Is an Integrity Test and Why It Matters in Hiring

    Visual contrast of ethical vs dishonest decision in customer service

    An integrity test evaluates how likely a candidate is to behave honestly, ethically, and responsibly in the workplace. Think of it as a filter that helps you avoid drama, theft, toxic behavior, and unreliability—before they even get through the door.

    Integrity tests come in different types—some are direct and ask overt questions, while others are more subtle, measuring personality traits tied to honesty and responsibility. You can also combine these with interviews and reference checks for a fuller picture.

    Why These Questions Matter (More Than You Think)

    When hiring, it’s tempting to focus on what’s on the resume. But resumes can’t tell you how a candidate will behave when no one’s watching.

    Here’s what integrity test questions help you catch:

    • Candidates who bend rules under pressure
    • People who avoid taking responsibility
    • Individuals who talk about teamwork but blame others when things go wrong

    Want to explore how these personality-based integrity traits show up? We wrote a full breakdown of how personality-based integrity tests work—and it’ll make you rethink how you view behavioral fit.

    Integrity Test Sample Questions You Can Use Today

    Recruiter analyzing behavioral patterns from pre-employment test results

    Here’s the practical part—ready-to-use integrity test questions broken into three types: overt, situational, and personality-based.

    Overt Integrity Questions

    These are direct and intentional. You’re asking the candidate to share their views or past behaviors around honesty and ethics.

    1. Have you ever taken anything from work, even something small?
    2. Is it ever okay to lie to a manager or client to avoid conflict?
    3. If a coworker breaks the rules but means well, should it be reported?
    4. Would you cover for a friend at work if they showed up late?
    5. When is it acceptable to ignore company policies?

    These questions make great starting points in overt integrity tests. You’ll find more on this approach in our guide on what overt integrity tests are and how to use them.

    Situational Integrity Questions

    These questions present real-life scenarios to see how candidates reason through ethical gray areas.

    1. A customer gives you extra change by mistake and doesn’t notice. What do you do?
    2. Your supervisor isn’t around and a team member breaks a safety rule. How do you handle it?
    3. You’re asked to complete a report you didn’t work on. Do you speak up or stay silent?
    4. You find out your colleague is clocking in early for others. What’s your response?
    5. A client offers you a gift to ‘speed things up.’ What would you do?


    Personality-Based Integrity Questions

    These don’t directly ask about ethics, but the answers reveal patterns of behavior.

    1. How do you typically respond when things go wrong at work?
    2. Do you consider yourself more rule-following or flexible?
    3. How do you react when you see someone else being dishonest?
    4. Do you often feel blamed for things outside your control?
    5. Are you someone who prefers to work independently or with a team? Why?

    This type of question is especially helpful when used as part of a broader integrity assessment questionnaire for pre-employment screening.

    What Makes an Integrity Test Work

    Just tossing in a few clever questions won’t cut it. If you want to make your integrity testing actually work, here are a few tips:

    • Don’t rely on gut feeling alone—structure the process
    • Use a mix of question types to get a well-rounded view
    • Stay consistent—ask the same core questions to every candidate
    • Combine tests with interviews, reference checks, and skill evaluations


    Want a Shortcut? Try the Positivity & Integrity Test

    HR manager evaluating a candidate’s pre-employment integrity test

    Writing your own questions is helpful, but if you want something fast, scalable, and proven, use our Positivity & Integrity Assessment Test.

    It’s a 10-minute test with just 10 questions, but it gives you powerful insights like:

    DimensionWhat It EvaluatesWhy It Matters
    IntegrityHonesty, accountability, rule-followingHelps build a reliable, trustworthy workforce
    PositivityOptimism, teamwork, contribution to moraleEnhances team dynamics and reduces conflict
    ResponsibilityOwnership of behavior, problem-solving mindsetPrevents finger-pointing and blame culture

    It’s ideal for:

    • Customer service and retail staff
    • Administrative support
    • Managers and team leads
    • Any role requiring high trust and collaboration

    You send a secure link. Candidates finish in 10 minutes. You get instant, actionable results—ready to use in interviews or decision-making.

    👉 Book a Demo to try it for free.

    Frequently Asked Questions (FAQ)

    1. Are these sample integrity test questions enough on their own?

    They’re a great starting point, but they work best when combined with other hiring tools—like behavioral interviews, reference checks, and formal assessments like the Positivity & Integrity Test.

    2. Can I ask these questions in a normal job interview?

    Absolutely. Many of these questions—especially the situational and personality-based ones—fit naturally into interviews. Just be consistent in how you use them across candidates to keep things fair.

    3. Are these questions legally compliant?

    Yes, if you ask them in a job-related, non-discriminatory way. Avoid questions that touch on personal life or protected characteristics, and use a consistent process for all applicants.

    4. Can these questions help reduce turnover?

    Definitely. Many hiring regrets stem from integrity issues—blame culture, unreliable behavior, or toxic attitudes. Catching these early helps you hire people who stay, contribute, and grow with the team.

    5. What if I want to automate this process?

    That’s where tools like the Positivity & Integrity Assessment Test shine. It’s quick, scalable, and gives you structured, data-backed insights you can trust.

    Final Thoughts: Integrity Is the Foundation

    We often focus on experience, credentials, and “culture fit”—but nothing shapes your team more than integrity. When you hire people who are honest, take ownership, and show up with a good attitude, everything else becomes easier.

    That’s why investing in tools like the Positivity & Integrity Test, or simply asking the right questions during screening, pays off over and over again.

    Integrity isn’t just a nice-to-have—it’s the backbone of a high-performing, low-risk team. And now, you’ve got the questions to help you find it.

    👉 Book a Demo and start hiring with integrity today.

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      Fletcher Wimbush  ·  CEO at Discovered.AI
      Fletcher Wimbush · CEO at Discovered.AI
      Book a Demo of Our Assessments Today!