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1121w, (max-width: 767px) 100vw, 100vw" style="display:block;object-fit: cover; width: 100%; height: 100%; object-position: 50% 50%" onload="this.classList.add("loaded")" srcset="https://images.squarespace-cdn.com/content/v1/5853623629687ff7e8af372a/1561446257907-GG7CX4AISQ25GYAGI1RU/Test+for+Integrity+and+Honesty?format=100w 100w, https://images.squarespace-cdn.com/content/v1/5853623629687ff7e8af372a/1561446257907-GG7CX4AISQ25GYAGI1RU/Test+for+Integrity+and+Honesty?format=300w 300w, https://images.squarespace-cdn.com/content/v1/5853623629687ff7e8af372a/1561446257907-GG7CX4AISQ25GYAGI1RU/Test+for+Integrity+and+Honesty?format=500w 500w, https://images.squarespace-cdn.com/content/v1/5853623629687ff7e8af372a/1561446257907-GG7CX4AISQ25GYAGI1RU/Test+for+Integrity+and+Honesty?format=750w 750w, https://images.squarespace-cdn.com/content/v1/5853623629687ff7e8af372a/1561446257907-GG7CX4AISQ25GYAGI1RU/Test+for+Integrity+and+Honesty?format=1000w 1000w, https://images.squarespace-cdn.com/content/v1/5853623629687ff7e8af372a/1561446257907-GG7CX4AISQ25GYAGI1RU/Test+for+Integrity+and+Honesty?format=1500w 1500w, https://images.squarespace-cdn.com/content/v1/5853623629687ff7e8af372a/1561446257907-GG7CX4AISQ25GYAGI1RU/Test+for+Integrity+and+Honesty?format=2500w 2500w" loading="lazy" decoding="async" data-loader="sqs"> 1122 1123 </div> 1124 </div> 1125 1126 1127 1128 1129 1130 1131 </figure> 1132 1133 1134 </div> 1135 1136 1137 1138 1139 1140 1141</div></div><div class="sqs-block html-block sqs-block-html" data-block-type="2" data-sqsp-block="text" id="block-583bd80d5abbde28ea2a"><div class="sqs-block-content"> 1142 1143<div class="sqs-html-content" data-sqsp-text-block-content> 1144 <p class="" style="white-space:pre-wrap;"><strong>Why testing for integrity is just as important as testing for competency</strong></p><p class="" style="white-space:pre-wrap;">There are all sorts of tests you can do to test for all sorts of things when youâre recruiting or doing <a href="https://www.butler.edu/challenge-course/team-challenge-activities"><strong>team building activities</strong></a>. Yet <strong>testing for honesty</strong> isnât the first thing people think of when theyâre recruiting. </p><p class="" style="white-space:pre-wrap;">But at the end of the day, what is the one thing you really want in every member of your team? Integrity. Otherwise known as honesty. </p><p class="" style="white-space:pre-wrap;">Skills, experience, availability and realistic salary expectations are the things that crowd our mind when weâre on the hunt for new talent.</p><p class="" style="white-space:pre-wrap;">But the best skill set in the world is of no benefit to you if it comes with a poor work ethic, an inability to work with others or a lack of integrity when representing your brand or doing business in your name. Disrupting your team and damaging your brand is not good for business!</p><p class="" style="white-space:pre-wrap;"><strong>Testing for honesty</strong> may be the only test you really need to do.</p><p class="" style="white-space:pre-wrap;">A good interview process will take care of the competency piece. By using the STAR approach or something similar, a seasoned interviewer can draw out information about someoneâs skill set that may not be easily assessed from a resume. So too, with their experience. Thereâs not much you canât find out if you ask the right questions and actively listen to the answers. If you donât think you interview well, then chat to us about improving your skills or let us do it for you.</p><p class="" style="white-space:pre-wrap;">And there are any number of competency tests out there you can tap into. But all theyâll really tell you is whether someone âcanâ do the job. What you want to know is whether they âwillâ do the job the way you expect them to.</p><p class="" style="white-space:pre-wrap;">Another way of <strong>testing for honesty</strong> is via reference checking. But again, unless you are an experienced reference checker, you may
1144not ask the questions that need to be asked to get the information you want. And forget about those online reference check services â all youâll really find out there is whether they turned up on time, had too many sick days and got along with the team. There are too many examples of referees not being entirely honest when sent an online form to fill in. Tick the easy boxes and get it off your desk, thatâs the easiest and least risky approach. But a personal confidential reference check by an experienced recruiter or hiring manager can deliver all sorts of helpful information.</p><p class="" style="white-space:pre-wrap;">But all this interviewing and <a href="https://hiring.monster.com/employer-resources/recruiting-strategies/screening-candidates/reference-checking/"><strong>reference checking</strong></a> takes time. You could spend hours in interviews with someone, only to find out in a reference check that they were sacked for stealing. Or they sexually harassed someone in the office. Or they werenât able to get along with their manager. Or they lied to clients to get the sale and then the company couldnât deliver. </p><p class="" style="white-space:pre-wrap;">What if you could <strong>test for honesty</strong> before you spend all that time interviewing and reference checking?</p><p class="" style="white-space:pre-wrap;">Well you can. Thereâs a couple of ways you can do it â you can buy a full-blown Psychological Test for hundreds of dollars and put your entire shortlist through that lengthy and costly process, or you can use a <a href="https://www.hrmresolutions.com.au/job-fit-assessment"><strong>JobFit Assessment</strong></a><strong>,</strong> which is benchmarked to the role you are recruiting, easy to administer and highly cost-effective. For the price of a single Psychological Test, you can screen six candidates who look good on paper.</p><p class="" style="white-space:pre-wrap;">And itâs validity and reliability, the most important things in any psychological test, are the highest in the industry for the tool it is.</p><p class="" style="white-space:pre-wrap;">Clients who and fit report the best hiring results â they have a team member who has the skills, experience, integrity and cultural fit that sets them up for success.</p><p class="" style="white-space:pre-wrap;">And when they are successful, you are successful.</p><p class="" style="white-space:pre-wrap;">
1144Contact the team at <a href="https://www.hrmresolutions.com.au/contact-1"><strong>HRM</strong></a> for more information about how JobFit can improve your hiring results!</p> 1145</div> 1146 1147 1148 1149 1150 1151 1152 1153 1154 1155 1156 1157 1158 1159 1160 1161 1162 1163 1164 1165 1166 1167 1168</div></div></div></div></div> 1169 1170 </div> 1171 1172 1173 <footer class="entry-footer clear"> 1174 <div class="meta-below-content"> 1175 1176 <div class="entry-dateline"> 1177 <time class="dt-published published entry-date" datetime="2019-06-25" pubdate><a href="/news/why-testing-for-integrity-is-just-as-important-as-testing-for-competency" class="entry-dateline-link">June 25, 2019</a></time> 1178 <time class="dt-updated updated" datetime="2019-06-25"></time> 1179 </div> 1180 <div class="entry-byline"> 1181 <span class="entry-author"><a href="/news?author=57989312d2b8575b1b0023bf" class="p-author author entry-byline-link" rel="author">Bernadette Eichner</a></span> 1182 </div> 1183 1184 1185 </div> 1186 1187 1188 <div class="entry-actions"> 1189 1190 <span class="sqs-simple-like" data-item-id="5d11c56ba55ad10001b22c01" data-like-count="0"> 1191 <span class="like-icon"></span> 1192 <span class="like-count"></span> 1193 </span> 1194<span class="squarespace-social-buttons inline-style" data-system-data-id="1561446051188-ST6Q3FYGMC2AWLNWFC5M" data-asset-url="https://images.squarespace-cdn.com/content/v1/5853623629687ff7e8af372a/1561446051188-ST6Q3FYGMC2AWLNWFC5M/testing+for+integrity.jpg" data-record-type="1" data-full-url="/news/why-testing-for-integrity-is-just-as-important-as-testing-for-competency" data-title="Why Testing for Integrity is Just as Important as Testing for Competency"></span> 1195 </div> 1196 </footer> 1197 1198 1199 <div class="author-profile"> 1200 <div class="author-profile-content"> 1201 <h3 class="author-profile-name"><a href="/news?author=57989312d2b8575b1b0023bf">Bernadette Eichner</a></h3> 1202 1203 <p class="author-profile-bio"></p> 1204 </div> 1205 </div> 1206 1207 1208 1209 1210 </article> 1211 1212 <div id="comments-5d11c56ba55ad10001b22c01" class="p-comment"> 1213 1214 </div> 1215 1216 1217 1218 1219 <nav class="pagination clear"> 1220 1221 <div class="older"><a href="/news/what-is-workplace-bullying-exactly" rel="next"><span>What is Workplace Bullying, Exactly?</span></a></div> 1222 </nav> 1223 1224 1225</div> 1226 </div> 1227 </main> 1228 1229 <div id="preFooter"> 1230 <div class="pre-footer-inner with-custom"> 1231 <div class="sqs-layout sqs-grid-12 columns-12 empty" data-layout-label="Pre-Footer Content" data-type="block-field" data-updated-on="1497857925839" id="preFooterBlocks"><div class="row sqs-row"><div class="col sqs-col-12 span-12"></div></div></div> 1232</div> 1233 1234 </div> 1235 1236 <footer id="footer" role="contentinfo"> 1237 <div class="footer-inner"> 1238 <div class="nav-wrapper back-to-top-nav"><nav><div class="back-to-top"><a href="#header">Back to Top</a></div></nav></div> 1239 <div id="secondaryNavWrapper" class="nav-wrapper desktop-nav-wrapper"> 1240 <nav id="secondaryNavigation" data-content-field="navigation" > 1241 1242 1243 1244 <div class="external"> 1245 <a href="https://www.hrmresolutions.com.au"> 1246 <span>Home</span> 1247 </a> 1248 </div> 1249 1250 1251 1252 1253 1254 1255 1256 <div class="external"> 1257 <a href="/values"> 1258 <span>Values</span> 1259 </a> 1260 </div> 1261 1262 1263 1264 1265 1266 1267 1268 <div class="external"> 1269 <a href="/find-people"> 1270 <span>Find People</span> 1271 </a> 1272 </div> 1273 1274 1275 1276 1277 1278 1279 1280 <div class="external"> 1281 <a href="/keep-people-1"> 1282 <span>Keep People</span> 1283 </a> 1284 </div> 1285 1286 1287 1288 1289 1290 1291 1292 <div class="external"> 1293 <a href="/develop-people-1"> 1294 <span>Develop People</span> 1295 </a> 1296 </div> 1297 1298 1299 1300 1301 1302 1303 1304 <div class="external"> 1305 <a href="/test-people"> 1306 <span>Test People</span> 1307 </a> 1308 </div> 1309 1310 1311 1312 1313 1314 1315 1316 <div class="external"> 1317 <a href="/hrm-blog">
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