Hiring the “Right” People: Honesty and Integrity Tests

• In Event: Session B: Forensics & Accounting

Abstract

While many companies complete background checks as part of the hiring process, they are often ineffective. In addition to missing relevant information, some searches result in a false sense of security because no criminal record is found. However, it is possible that the individual involved has simply not been convicted of a crime. This does not mean that a crime has not been committed as many companies wish to avoid the publicity associated with a dishonest employee and opt for firing the individual and not pursuing prosecution. As a result, companies often hire individuals with a checkered past. Once these individuals are inside an organization, they have the ability and desire to commit unethical acts that will provide benefits, financial and otherwise, to their current situation. This article proposes that organizations add the use of honesty and integrity tests to their background investigation process. While considered by many to be controversial, these tests are yet another tool that can be added to the pre-screening process before making a hiring decision. Despite the belief that these tests violate the rights of the potential employee, we discuss the relevant legal statutes and find that these tests may be used and that they will help identify candidates that are more likely than others to behave in an unethical manner (i.e., embezzle from the company) to the detriment of the company and its stakeholders.

Authors

• Richard G. Brody, University of New Mexico

• Frank Perri, County of Winnebago: Legal Department