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Emerald Group Publishing Limited
Copyright © 2002, MCB UP Limited
Psychometric integrity tests differ from more broad-based personality tests, which attempt to establish a candidate's suitability for a particular role: not surprisingly, integrity tests are meant to establish the integrity of an individual. Up to now, such tests have normally been overt – a candidate is asked direct questions about his/her honesty by asking for responses to theoretical situations. This openness means that "clever" candidates can often (dishonestly!) distort the results. Thus they have some – though limited – use within a portfolio of tests. More sophisticated tests have recently been developed in which questions are framed in such a manner that it is (hopefully) not clear to the person answering what the responses are meant to reveal. These covert tests aim to predict a broader range of counter-productive work behaviour, such as negative behaviour and attitudes, or any tendency towards substance abuse. They also confirm people's attitude to honesty itself. Now, companies such as Psychological Consultancy are developing hybrid tests, which combine features of integrity tests and the broader-based personality tests to establish both security risk status and ability to perform roles.