🛡️AXIS360 Instrument

Integrity Screener

A validated screen for trust-critical and high-exposure roles

Integrity testing has one of the strongest and most consistent validity records in personnel selection research — particularly for roles with financial access, sensitive data, or trust-critical responsibilities where counterproductive behaviour carries outsized organisational risk.

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~15 min
Completion time
Strong validity
Established research base
Trust-critical roles
Best fit
Screener tier
Pricing
What

What's included

✓Focused screen for trust-critical and financially-sensitive role hiring
✓Grounded in decades of integrity-testing validation research
✓Fast, cost-effective addition to a broader assessment process
✓Particularly relevant for finance, cash-handling, and data-access roles
✓Complements rather than replaces reference checks and background verification
Why

Why this matters

!
Trust violations in cash-handling, data-access or advisory roles carry costs far beyond the immediate loss — regulatory exposure, reputational damage, and the cost of the investigation itself. Ones, Viswesvaran & Schmidt's (1993) meta-analysis of 665 integrity test validity studies found these measures predict both counterproductive work behaviour (r=0.39) and overall job performance (r=0.41) — one of the strongest and most consistent validity records in the entire personnel selection literature.
Ideal For
Finance, cash-handling, data-access, and any role where trust violations carry significant organisational, financial or reputational risk.
How

How it works

1
Candidate completes a focused integrity-relevant questionnaire
2
AXIS360 scores against validated risk indicators
3
Report flags risk level for further reference-check follow-up

More screeners and where they are used

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Using results responsibly. Assessment results describe tendencies and preferences at the time of testing; they are one input to a decision, not a verdict. Use them alongside a structured interview, work samples and references, tell candidates how their results will be used, and avoid treating any single score as a pass or fail line unless it has been validated for that purpose in your own setting.

Frequently asked questions

Are integrity tests legally defensible?
When properly validated and used as one input among several (not a sole gate), integrity tests have a well-established legal and research track record in personnel selection; consult your legal/HR compliance team on jurisdiction-specific requirements.
Should this be the only screen for a trust-critical role?
No — combine with structured reference checks, background verification, and role-relevant competency assessment for the most defensible hiring process.

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AXIS360 by NonVerbals Consulting · assess.nonverbals.com · nizam@nonverbals.com · +91 76767 09796