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31<meta itemprop="author" content="Bernadette Eichner"/>
32<meta itemprop="datePublished" content="2019-06-25T03:02:08-0400"/>
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34<meta itemprop="headline" content="Why Testing for Integrity is Just as Important as Testing for Competency"/>
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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 you’re recruiting or doing <a href="https://www.butler.edu/challenge-course/team-challenge-activities"><strong>team building activities</strong></a>.&nbsp;Yet <strong>testing for honesty</strong> isn’t the first thing people think of when they’re recruiting.&nbsp; </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?&nbsp; Integrity.&nbsp; Otherwise known as honesty.&nbsp; </p><p class="" style="white-space:pre-wrap;">Skills, experience, availability and realistic salary expectations are the things that crowd our mind when we’re 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.&nbsp;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.&nbsp;By using the STAR approach or something similar, a seasoned interviewer can draw out information about someone’s skill set that may not be easily assessed from a resume.&nbsp;So too, with their experience.&nbsp;There’s not much you can’t find out if you ask the right questions and actively listen to the answers.&nbsp;If you don’t 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.&nbsp;But all they’ll really tell you is whether someone ‘can’ do the job.&nbsp;What you want to know is whether they ‘will’ 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.&nbsp;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.&nbsp;And forget about those online reference check services – all you’ll really find out there is whether they turned up on time, had too many sick days and got along with the team.&nbsp;There are too many examples of referees not being entirely honest when sent an online form to fill in.&nbsp;Tick the easy boxes and get it off your desk, that’s the easiest and least risky approach.&nbsp;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.&nbsp;You could spend hours in interviews with someone, only to find out in a reference check that they were sacked for stealing.&nbsp;Or they sexually harassed someone in the office.&nbsp;Or they weren’t able to get along with their manager.&nbsp;Or they lied to clients to get the sale and then the company couldn’t deliver.&nbsp; </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. There’s a couple of ways you can do it – 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 it’s 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 – 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>
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