Hiring for Integrity

As an employer you want to verify that you select the applicant with matching competencies for the position, but also that you recruit employees that are trustworthy and honest.

A growing number of companies therefore incorporate a “screening” as part of the selection procedure in order to check if a candidate can be considered “professionally reliable” for the position he or she is applying for.

While you as an employer assess the competences and qualifications of the applicant, Integrity Check can be the final step in the application process and provide you with a correct assessment of the professional reliability of your candidates.

Read on to find out how this process is implemented.

The numbers

Multiple studies show not everyone is completely truthful on their resumé when applying for a position. These non-truths can range from minor embellishments to downright lying about places of employment and diplomas. A study by ‘Statistic Brain’ in 2015 shows that 78% of applications contain misleading information and 53% of applications contain information that is not correct. Another study by Hirescores.com in 2009 shows that more than 70% of employees admit to lying on their application. Most common fabrications are wage level at previous employer, degrees, work experience and reason for leaving previous employers.

Several studies from Careerbuilder.com demonstrate that these non-truths not always stay unnoticed. From Careerbuilder.com’s 2014 survey 85% of recruiters have spotted blatant lies on an application. About one third of these recruiters say that there is a rising trend among applicants to try to “embellish” their profiles. About half of the recruiters that were surveyed says they immediately dismiss the applicant when they catch them lying.

The information on résumés is rarely or never checked or verified, therefore the “embellishments” often stay unnoticed.

Have you ever lied during an application in the past?
What have you lied about? (%)

How does the screening process work?

Step 1: Announcing the screening

The employer sends the applicant an e-mail with the announcement of the Integrity Check pre-employment screening.

Step 2: Informed permission

Transparency and privacy are of utmost importance to us. That is why we provide the applicant an extensive FAQ document wherein the screening procedure is explained. Before the screening commences, the applicant has to provide his permission for a number of specific checks.

Step 3: Online questionnaire

We provide a platform where the applicant can access the survey using a unique access code. The subjects covered in the questionnaire depend on the function that is being postulated. He is also required to upload certain documents.

Step 4: Screening

Integrity Check performs the screening and gathers the results.

Step 5: Reaction

If there are gaps, oppositions or peculiarities, these are submitted to the applicant for a response.

Step 6: Reporting to the future employer

The final results are transmitted to the future employer in the form of a written report. The candidate is informed the screening procedure has ended and they will be contacted by the employer.


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White Paper

Employment integrity-screening

Finding the correct people for an organization demands devotion. Not only a candidate’s competencies but also his professional reliability has to be taken into account. Only if a candidate meets both criteria it can be stated that he or she is fit for the position and the values and corporate culture of your organization.

Read more about this in our white paper “Employment integrity-screening” that you can download here.

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