What does the Integrity & Reliability Test measure?

The test measures four workplace dimensions: honesty and ethics, rule adherence, dependability, and accountability. Candidates rate 40 statements about everyday workplace situations, such as reporting mistakes, following procedures, keeping commitments, and owning outcomes. Results describe a candidate's expressed attitudes toward integrity-related behavior at work, they indicate tendencies, not certainties, and contain no questions about criminal history, health, or personal life.

How is the test scored?

Each of the four dimensions is measured by ten statements rated on a 1-5 Likert scale, with five reverse-keyed items per dimension to control for straight-line answering. Reverse-keyed items are scored as 6 minus the response. A dimension score is the mean of its ten items, reported to one decimal and grouped into low, moderate, and high bands so results are easy to compare across candidates.

Can candidates fake their answers?

To some degree, yes. This is an overt integrity test, so a motivated candidate can guess the socially desirable answers and inflate their score. Reverse-keyed items reduce careless or patterned responding, but no self-report measure is fake-proof. Treat results as one signal among several, combine them with structured interviews, reference checks, and skills-based assessments rather than relying on any single score.

Is it legal and fair to use an integrity test in hiring?

Integrity tests are widely used and generally lawful when applied consistently, but rules vary by jurisdiction, so validate your process against local employment law. To keep the process fair, give the same test to every candidate for a role, use it as one input alongside structured interviews and job-relevant skills tests, and never auto-reject anyone based on this assessment alone.

How long does the test take?

The assessment takes about 12 minutes. Candidates respond to 40 short statements on a 1-5 scale from strongly disagree to strongly agree, and most complete it comfortably within the time allowed. There is no penalty for pace, the test measures attitudes rather than speed, and scored results across all four dimensions are available immediately after submission.

Personality & behavior

Integrity & Reliability Test

The Integrity & Reliability Test shows how a candidate approaches honesty, rules, commitments, and responsibility at work. It measures four dimensions, honesty and ethics, rule adherence, dependability, and accountability, to flag strengths and interview topics before you hire.

12 mins40 questionsEntry levelSelf-assessment

Summary of the Integrity & Reliability Test

Honesty & ethicsRule adherenceDependabilityAccountability

What it measures

4 dimensions, scored separately

Honesty & ethics

How consistently a person values truthfulness, ethical conduct, and transparency in workplace situations.

Rule adherence

How readily a person follows policies, procedures, and safety rules, even when unsupervised or inconvenienced.

Dependability

How consistently a person shows up on time, keeps commitments, and delivers work others can count on.

Accountability

How willingly a person owns mistakes and outcomes, communicates problems early, and acts to put things right.

The complete guide

Everything about the Integrity & Reliability Test

01What is the Integrity & Reliability Test?

Integrity tests are among the strongest personality-based predictors of counterproductive work behavior in meta-analyses, which is why they remain a staple of high-volume and trust-sensitive hiring. This assessment uses overt attitude and behavior statements about everyday workplace situations rather than invasive personal questions. Like all self-report measures, it works best as part of a broader process: pair it with skills tests and structured interviews so integrity signals complement evidence of ability. There is no pass or fail, results map each candidate onto four spectrums.

02How does the Integrity & Reliability Test work?

Candidates rate 40 short statements on a 1-5 scale (1 = strongly disagree, 3 = neutral, 5 = strongly agree). Each dimension is measured by 10 statements, five of them reverse-keyed to control for straight-line answering. Dimension scores are the mean of their items and are reported as a position on each spectrum.

03Why is the Integrity & Reliability Test important to employers?

Counterproductive behavior: theft, time fraud, policy violations, unreliable attendance, is costly and hard to detect in interviews alone. Integrity scores help you prioritize follow-up questions, standardize how trust-related traits are assessed, and reduce reliance on gut feel, while skills tests and structured interviews carry the rest of the decision.

Reading the report

How to interpret Integrity & Reliability Test results

Every candidate report scores each dimension separately. Here is what high and lower scores typically look like at work, and how to use them in your hiring decision.

Honesty & ethics

High scorers: Expresses strong honesty norms: reports errors, protects confidential information, and rejects convenient shortcuts with the truth. Likely to reinforce ethical standards on a team.

Lower scorers: Responses suggest more flexible views on truthfulness. Explore in interview with situational questions about handling errors, sensitive information, and pressure to shade the truth.

Rule adherence

High scorers: Endorses following policies and procedures consistently, even unsupervised or under time pressure. A good fit where compliance, safety, or process discipline is central to the role.

Lower scorers: May prefer discretion over strict process. Explore in interview how they decide when to follow, question, or escalate a rule, especially in regulated or safety-relevant situations.

Dependability

High scorers: Presents as punctual and consistent: keeps commitments, gives notice about absences, and maintains steady quality. Colleagues can likely plan around their work with confidence.

Lower scorers: Responses hint at looser habits around time and follow-through. Explore in interview how they manage schedules, deadlines, and communication when workloads spike or plans change.

Accountability

High scorers: Takes ownership of outcomes: surfaces mistakes early, fixes what they caused, and seeks feedback. Likely to build trust quickly with managers and teammates.

Lower scorers: May attribute setbacks to external factors. Explore in interview with examples of a past mistake, what happened, who they told, and what they changed afterward.

What job roles can you hire with the Integrity & Reliability Test?

Cash handling roles: honesty and rule adherence protect registers, deposits, and reconciliation
Warehouse & logistics: dependability and procedure compliance keep inventory and schedules intact
Frontline retail: reliability and ownership matter where supervision is light and shifts are critical
Finance operations: accuracy, policy compliance, and accountability underpin controls and audits
Safety-critical roles: consistent rule adherence and owning mistakes prevent incidents from escalating

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Last updated July 31, 2026