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Q1
Part A
Employee integrity tests are a type of personality test intended to assess a candidate's
honesty, dependability, and work ethic in the workplace. They are available in two varieties:
overt and covert. Overt integrity tests are those that are used to identify counterproductive
and dishonest behavior such as theft, absenteeism among others Covert testing is based on a
person's personality. They evaluate integrity through the use of proxies such as
conscientiousness.
According to integrity testing opponents, it is unfair to refuse to hire someone because they
have a propensity to do something that they may or may not do; integrity testing can
contravene moral and legal privacy standards since some queries may not be associated with
particular job duties; and 3) there is no protection against the illegal use of data (Landy &
Conte, 2009). The use of integrity tests would have the unintended consequence of screening
out a greater proportion of members of minority groups. Clients' morale may be adversely
affected if they learn of their own score, but even if the scores are only shown to employers,
their attitude toward the employee may be influenced, which may in turn undermine their
ability to perform their jobs effectively.
According to the 1964 Civil Rights Acts under Title VII, all integrity tests are legal provided
that they do not promote any form of discrimination based on race, nationality, color, sex, or
religion. An employer is likely committing disparate impact discrimination for example
he/she alters the scores, adjusts the employment results, and/or uses different cutoffs of the
candidates with the aim of either hiring or retaining a particular people of a given sex,
religion or national origin.
Part B

Identifying the best candidates to assume a given job position requires most companies to
develop new ways of screening, assessing and selecting their candidates so that they may
successfully hire the right person for the job (Schultz & Schultz, 2001). Personality is a
scientifically proven determinant of job success, and examining candidates' behavioral
patterns in the workplace allows recruiters to determine whether they will be high performers
and fit into the company's culture.
While personality test may indeed help recruiters find out some particular characteristics of
interest in a candidate, it may fail to accurately depicts the character of a person. The picture
conveyed during the whole processes of evaluation may be distorted and misleading. Besides,
this method simply confirms the bias of what is expected by the employer since the
personality assessment is meant to confirms evidence rather than questioning the validity of
the evidence.
As mentioned before, personality test should be free from any form of discrimination as per
Title VII. However, an employer may find him/herself committing disparate impact
discrimination if he/she thinks ...