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Let’s be honest—hiring isn’t just about finding people who can do the job. It’s about finding people you can trust to do it right, even when no one’s watching.
That’s where integrity assessment tools come in.
Sure, interviews and resumes give you a sense of someone’s experience. But they rarely reveal whether a candidate is likely to shift blame, bend rules, or create workplace drama. That’s why more hiring teams are turning to reliable, science-backed integrity assessments to build better, stronger, more trustworthy teams.
In this blog, we’ll break down what makes a great integrity assessment tool, review some top options, and share how you can make these tools work for your hiring process—whether you’re screening customer service reps or selecting your next team lead.
Why Use Integrity Assessment Tools?
An integrity assessment tool helps you evaluate how likely a candidate is to behave ethically and responsibly in the workplace. These tools are often used during the pre-employment phase to spot red flags early.
What They Help You Detect:
- Dishonesty or misrepresentation
- Blame-shifting or avoiding accountability
- Poor attitude toward rules and policies
- Behavior that disrupts team culture
What Makes a Good Integrity Assessment Tool?
Not all integrity tests are created equal. The best tools are designed by behavioral scientists, validated for employment use, and easy to implement at scale.
Key Features to Look For:
| Feature | Why It Matters |
| Scientific Validity | Ensures the results are predictive and defensible |
| Clear Scoring & Reporting | Helps you make faster, informed decisions |
| Behavioral Focus | Goes beyond surface-level answers |
| Time-Efficient | Works for both low-volume and high-volume hiring |
| Customizable | Adaptable to your industry or role types |
| Secure and Scalable | Supports compliance and large applicant pools |
Want a detailed breakdown of how different question types work? Check out Sample Integrity Test Questions Employers Can Use for examples of overt, situational, and personality-based items.
Top Integrity Assessment Tools to Consider
Here’s a roundup of some of the most effective and widely used integrity assessment tools available for hiring teams today.
1. Positivity & Integrity Assessment Test by Discovered
This is our go-to recommendation for most roles—from retail to leadership.
| Feature | Detail |
| Duration | 10 minutes |
| Format | 10 behavioral and situational questions |
| Languages | English, Spanish |
| Best For | Roles requiring trust, teamwork, and accountability |
| Results | Instant, easy-to-read summaries |
This tool evaluates a candidate’s integrity, positivity, and responsibility—offering a high-level snapshot of how they’re likely to behave on the job.
Why We Recommend It:
It’s simple, scalable, and backed by behavioral science. The insights are clear, actionable, and help you move candidates forward—or not—with confidence.
Try the Integrity & Attitude Test now or book a demo
2. Reed Integrity Test (RIT)
| Feature | Detail |
| Test Type | Overt |
| Focus Areas | Attitudes toward dishonesty, theft, substance abuse |
| Best Use Case | High-risk environments (retail, logistics) |
This test focuses heavily on identifying candidates with a higher likelihood of counterproductive work behaviors.
3. Personnel Selection Inventory (PSI)
| Feature | Detail |
| Test Type | Personality-Based |
| What It Measures | Conscientiousness, dependability, risk tolerance |
| Strength | Strong predictive validity, especially when paired with interviews |
A solid choice for identifying deeper behavioral tendencies—not just ethical responses.
4. Stanton Survey
| Feature | Detail |
| Use | Identifies risk for theft and absenteeism |
| Question Style | Overt + personality items |
| Strength | Simple format, easy to administer |
This tool is often used in retail, hospitality, and frontline roles where integrity is essential but turnover is common.
Match the Tool to the Role
Not every role needs the same level of screening. Some tools are overkill for entry-level roles but crucial for sensitive positions.
Here’s a quick cheat sheet:
| Role Type | Best Test Type |
| Retail & Frontline | Overt or combo (e.g., Stanton or Positivity & Integrity Test) |
| Administrative/Support | Personality-based (e.g., PSI or Positivity & Integrity Test) |
| Leadership | Combo + interviews (Positivity & Integrity Test + behavioral interview questions) |
| Customer Service | Assess empathy, responsibility, and rule-following |
Explore how these apply to real-life job contexts in How to Test Integrity in Interviews and Personality-Based Integrity Tests: How They Work.
How to Use Integrity Assessment Results Effectively
Having the right tool is one thing—knowing how to use it is another. Here’s how to get the most from your assessment process:
| Step | Action |
| 1. Set a Benchmark | Know what “good” looks like for your team or role |
| 2. Combine with Interviews | Ask follow-up questions about low-scoring areas |
| 3. Stay Consistent | Use the same tool and questions across candidates |
| 4. Track Outcomes | Over time, see which traits predict success or turnover |
You’ll find this process supported by the Integrity Assessment Questionnaire for Pre-Employment Screening, which is a great way to standardize evaluation.
Related Reads to Deepen Your Screening Strategy
- Pre-Employment Integrity Tests: What Employers Need to Know
- What Is an Overt Integrity Test and How You Can Use It as an Employer
- Integrity Assessment Questionnaire for Pre-Employment Screening
- What Is an Integrity Test and Why It Matters in Hiring
FAQ: Integrity Assessment Tools
1. Are integrity tests reliable?
Yes—especially when they’re scientifically validated and designed for employment screening. Avoid using unverified personality quizzes.
2. When should I use an integrity assessment tool in the hiring process?
After initial screening but before final interviews is ideal. It helps filter candidates efficiently and guides deeper conversations.
3. Can these tools replace interviews?
No, but they make your interviews more effective. The best strategy combines assessments, structured interviews, and reference checks.
4. How long do most tests take?
Most take 10–15 minutes. Our Positivity & Integrity Test is one of the fastest—just 10 questions and instant results.
5. What if a candidate fails?
Use test results as one data point. If the red flag is major, you may choose to pass. If it’s mild, follow up with interview questions to explore further.
Final Thoughts: Choose Tools That Help You Hire with Confidence
In hiring, gut feeling isn’t enough. Neither is a resume.
Integrity assessment tools help you go deeper—screening for the traits that make a team stronger, more honest, and more accountable. Whether you’re hiring at scale or filling one key role, using the right tool can make all the difference.
If you want a fast, scalable, and proven option, try the Integrity & Attitude Test—your shortcut to better hires.
Book a demo today and see how it works in action.
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