standards for psychological tests and the regulations of local and federal government, reliable, valid, and fair. A secondary area of responsibility is the instruction and training of the users of the inventory. It is imperative that inventory developers train the companies that purchase their tests in administration, the accurate use of inventory scores for selection, and ensuring confidentiality while avoiding labeling.
There are other important areas of responsibility with which the inventory user should be concerned. It is important that inventory users take the steps necessary to ensure that they understand and are comfortable with the intended purpose and indications of the inventory, the testing procedures, particular aspects of score interpretation, the role that the results are to play as part of the hiring decision, and the fit of the inventory into the overall selection process.
If all of these suggestions are taken into consideration when an integrity inventory (or any other selection device, for that matter) is incorporated into a personnel selection program, the integration process is more likely to be smooth. Obviously, the integration process is not one that can be accomplished overnight: however, it can be made easier if the basic suggestions are regarded as sound advice from those who have experienced both success and failure.
London House ( 1988). The Personnel Selection Inventory. Park Ridge, IL: London House Press.
Questia, a part of Gale, Cengage Learning. www.questia.com
Publication information: Book title: Preemployment Honesty Testing:Current Research and Future Directions. Contributors: John W. Jones - Editor. Publisher: Quorum Books. Place of publication: New York. Publication year: 1991. Page number: 228.