Abstract
This paper reviews the issues related to the use of overt integrity tests as a pre-employment screening technique. We offer a critical examination of the research on integrity testing; and we come to the conclusion that there are serious consequences to the application of these tests. First, the tests raise validity issues on what these tests actually measure. Second, the tests seem to lead to bad consequences such as the high percentage of false positives. Third, there is a body of literature on faking, coaching, and retaking tests which should result in lower criterion-related validities and an increase in decision errors. Finally there is a discussion on fairness and privacy concerns.
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