By using an integrity assessment as part of your hiring process, you can:

• minimize risk by hiring applicants that are more like to avoid counterproductive work behaviors
• save time in your hiring process
• save money as a result of better hires

An integrity assessment is a specific type of personality assessment designed to assess an applicant's tendency to be honest, trustworthy and dependable. A lack of integrity is associated with counterproductive work behavior (i.e. theft, violence, tardiness, absenteeism, time-wasting, safety violations and disciplinary problems).

Yes, our assessment has been validated by a team of organizational psychologists at Michigan State University.

An assessment is valid if it is scientifically shown that results on the test are consistently predictive of a particular outcome. A validated integrity assessment is an assessment that is predictive of an applicant's level of integrity.

Although it is your decision as to when to administer the integrity assessment, we recommend doing so at the beginning of your application process. Administering the assessment early in the process may allow you to narrow down candidates and can also provide you a guide to ask appropriate follow-up questions of the candidate based on the results of the assessment.

Both research and data collected to date shows that test takers are honest when answering questions on the integrity assessment.

Applicants typically complete the assessment in less than 10 minutes.

Honesty, Dependability, Trustworthiness, Reliability and Counterproductive Work Behaviors.

Yes. Because the assessment is online, an applicant can take it anywhere, anytime.

Yes, the assessment is currently offered in English and Spanish. Please contact us if you would like the assessment in an additional language.

Yes. Employers are permitted to use integrity testing as part of their hiring process. A few states have state specific rules that must be complied with.

Validating studies have repeatedly demonstrated that integrity testing is overall nondiscriminatory and can successfully meet EEOC challenges. In order to determine if a pre-employment assessment has a disparate impact on a certain group, an assessment can be validated in a number of ways. Our assessment has both construct validation (i.e. demonstration that the assessment measures traits such as honesty and dependability, which are successful for the types of jobs to be performed) and evidence of criterion-related validation (i.e. a statistical demonstration of a relationship between scores on a selection procedure and job performance).

No.

Both the EEOC and ADA, due to the threat of COVID-19 exposure/spread, have provided updated guidance to permit employers to conduct assessments of employees before they report to their shifts.

Although there are many reasons to conduct these assessments, most importantly, to make customers and guests feel more safe. Additionally, many states are requiring these sorts of assessments to be taken and we believe this will be the standard going forward.

The S.A.F.E. assessment is designed to be flexible and allows employees to take it as often as needed to comply with your policies/procedures. We recommend at a minimum that every employee take the assessment prior to the start of each shift.

No

Yes. The system keeps the information and is available in the event contact tracing is neede

Yes, the test is designed to be taken on a mobile phone and all internet accessible devices.

Only those authorized by you can see the information collected for your company.

We have found that the S.A.F.E. works well as a stand alone solution. That being said, we are currently developing POS integrations. Contact us at info@portalgreen.com for more information or to inquire about a particular POS interface.

We have found that the S.A.F.E. works well as a stand alone solution. That being said, we are currently developing HRIS integrations. Contact us at info@portalgreen.com for more information or to inquire about a particular HRIS interface.