Integrity Testing Provider HRVision Selects EPOS Software Leader TRC as Distributor for UK & Ireland

Responses

1. It will be interesting to see the legalities with this .Can an individual be refused a job because there is the potential that they might at some stage given certain circumstances potentially be a thief ? It sounds a bit like the film Minority Report . Would the provider be willing to stand over their product by refusing a person a job on the basis of this test ? I would be really interested to see that case in an Irish court . There is a huge problem with internal theft and fraud in the UK and Ireland and any new workable approach would be most welcome .A lot of businesses know they have issues but turn a blind eye because of the work involved and the possible legal exposure .I have seen individuals been caught red handed and being let go with a reference by companies who don’t want the publicity .The thief will move on to do the exact same to another company . Internal thefts are now so complex that it takes a very experienced person to put a case together and a very good company to put the resources into bringing the case to completion . I must say that of all types of theft internal cases are always the most eye opening and most rewarding to uncover and bring to a resolution

   Michael Neary, Security Consultant on February 10, 2012 at 8:58 pm

2. Michael – great comment. As internal retail theft is a growing issue in Ireland and UK, it is important to take a look at alternatives to stop it. I appreciate your point about the legalities and wanted to address it.

   The integrity test is just like any other pre-employment test – personality, cognitive, etc. If an employer doesn’t want to hire someone because they have determined that the potential candidate is not suitable for the job, the employer has every right not to hire him. Here’s an example: if you want to hire a salesman and he scores a low level of friendliness in a personality test, of course you will not and should not hire him. No one would question that.

   So, an employer needs to ensure potential candidates possess certain traits for the employee to succeed on the job, including the very important trait of honesty and integrity for an employee in the retail industry where cash, goods etc. are so easily out there for potential thievery. The employer must make certain that this hiring decision will not cause any undue damage to the company and therefore he has every right to test the candidate.

   The reason there might be some concern in using such tests really dates back from use of the polygraph which is considered invasive and might cause legal problems. However, this kind of test done with a mouse on the computer is not invasive and, to be honest, is less discriminating than an interview which can lead to judgment from appearances.

   Having said that, in order to pass human rights laws, the test must conform to standard requirements for human rights non-discrimination (applicant’s race, sex, disability, sexual orientation, religion, belief or age), the data must be kept confidential, and the applicant must give his consent to take the test.

   True – this test cannot stand up in court for accusing someone of stealing, but there is no need for that because you are testing the applicant before he becomes an employee. It is a predictive test based on past behaviour and his beliefs. Also, the applicant does not see the results of his test; he is just not accepted for the job – he is not confronted or accused.

   In terms of legal exposure on using integrity testing, HRVision has been running its integrity test since 1997 around the world and have never had had an employer sued. Also, we are not aware of any case where any type of integrity test (advanced or not) was used in court.

   Maureen Thorne on February 10, 2012 at 8:59 pm

3. Hi Maureen ! Thanks for providing more information on this integrity test . I feel this is a very important topic as from a recent report I saw that was conducted in the USA up to 44% of shrink can be attributed to internal factors . Any product that gives the prospective employer an edge has to be welcomed . Over the past twenty years I have worked on numerous internal cases and you rarely find two the same .Would the prospective employee be told the nature of the test before taking it ? I must say that some of the most inventive liars I have ever come across have been involved in internal theft cases .Some were even in denial to themselves when caught .Some who may have had addiction issues were in complete denial both to themselves and to their families .
   Another issue which causes a lot of problems and never gets addressed is the issue of bogus references .A lot of companies take a reference on face value without ever doing a proper check . I will be very interested to see the progress of this product . Don’t take my comments as a negative as I would be the products greatest supporter if it can be used in the Irish and UK markets and it can work .I would advise a long look at the legal issues that could arise in both as I have to say I have seen some incredible decisions being made when it comes to labour law and defamation . Its one thing that keeps this profession interesting .We always have to be 100% correct .There is never a margin for error .

   Michael Neary, Security Consultant on February 10, 2012 at 8:59 pm

4. Michael, first off, you are right – shrinkage due to employee theft is very high. According to the Global Retail Theft Barometer 2010 report, it is a whopping 38%. So, there definitely is a need for employers to take action to reduce these losses.
   As to your question about whether the potential candidate is aware of the nature of the test – the answer is: Yes. There are tests that are “personality or other types of tests” that were used to infer integrity; however, they are no longer used because the candidate could claim that he didn’t know the true nature of the test.

   The new integrity testing leaves no room for doubt about the nature of the test. The candidate, understanding the purpose of the test, can refuse. The instructions tell him as much. However, those candidates who say “NO” to taking the test likely have something to hide. We have run thousands of tests and someone who wants work and is fairly honest will take the test. Additionally, most people think they can “fool” the computer so they are likely to take it anyway. Very few actually refuse.

   While I’m on the topic of “faking out the test”, that is where the sophisticated technologies come in with HRVision’s SavvyIntegrity. It is almost impossible to fool the test. In a nutshell, the test is based on Israeli artificial intelligence software and is incredibly effective in its subtlety. The system measures hesitation down to a tenth of a second and compare answers against previous response to identify attempts at deception.

   To loop back on the legal concerns, integrity testing is legal, like any other pre-employment test. The law is that, if the testing is based on something pertaining to the work environment, it can be tested for. So, a retailer would not be able to test someone for how well they could sing opera for a retail employee role but integrity a vital piece of the role, so it can be tested for.

   Thanks so much for posting on this topic. It’s always great to get a discussion going.

   Maureen Thorne on February 10, 2012 at 9:00 pm