Selection Methods

Selection Methods and Validity
Looking back now I would not say this is an unusual selection method. However, at the time I thought this particular selection test was unusual because it was my first time taking a test like this for a job. This method was an integrity test I took years ago for a security position.
I believe this selection method was not only valid, but because of the nature of a security position, I believe that an integrity test was an appropriate selection method. The integrity test consisted of questions related to my honesty, intentions, and attitudes towards things such as theft, etc. The test was utilized by the organization to determine which if I was likely to engage in behaviors that are counterproductive, deceitful,

(2003), any claim of validity for a selection method should be supported by research evidence. Research has shown that integrity tests do predict counterproductive workplace behaviors, such as tardiness, disciplinary issues, and substance abuse. Therefore, this demonstrates that this selection method is valid, as it measures what it claims to measure (Barrett, 2001). Furthermore, part of a selection method being valid is that it must demonstrate a clear statement of its intentional use, and anticipated outcomes, and must relate to the organizational needs and the work to be performed (Society for Industrial and Organizational Psychology, Inc., 2003). The administer of the test was clear in explaining the use of the integrity test and it was evident to me how the questions and results were relevant to the security position I applied for.
Although research has shown that integrity tests demonstrates validity, steps can be taken to improve its usage. One step to improving this selection method is making sure the actual test items are acceptable and reliable. This can be done by ensuring that there are no ambiguous or subjective test items (United States Congress Office of Technology Assessment, 1990; Traub & Rowley,