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Looking for more? Explore case study statistics, testimonials and browse through our FAQs for additional information.

CASE STUDIES

Want a deeper look into how our integrity testing helps worker’s compensation losses? Check out our case studies for more information.

WORKERS’ COMPENSATION BENCHMARKING

As a service to our customers, IntegrityFirst examines the difference between screened and unscreened applicants. Since IntegrityFirst is only given to new hires, a built-in control group of existing, unscreened employees is automatically available. The differences in claim frequency and severity rates between screened workers and unscreened employees can be readily calculated. These “within year” studies provide an objective comparison of the difference in compensation losses between the two groups – even when multiple risk control strategies are implemented concurrently with Integrity Testing.

For example, suppose you decided to implement IntegrityFirst, a new return-to-work program, and new safety incentives all at the same time. How then can the impact of the IntegrityFirst be accurately measured when two other new programs are operating concurrently? Simple. All employees (screened and unscreened) receive the benefit of the return-to-work and safety incentive programs therefore, the only difference is that the new workers were screened by IntegrityFirst.

As almost all other risk control protocols apply to the entire workforce (new hires and existing employees), Integrity Testing provides a unique opportunity to measure its effects on workers’ compensation losses since it only applies to new hires.

Over the past several years, IntegrityFirst has completed over a dozen major workers’ compensation benchmarking studies. The average 57% comp loss reduction represents the combined effects of lower claim frequency and severity in workers surveyed by IntegrityFirst compared to unscreened employees working in the same type of jobs at the same time.

Contact us to learn about the positive impacts IntegrityFirst can have on your organizations bottom line by reducing workers compensation costs.

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WHITEPAPERS

This whitepaper by The Hire Talent discusses the importance of implementing integrity testing in your organization to help benefit every organization’s search for the best talent.

Discovered ATS integrity testing and behavioral assessment experts have created a detailed whitepaper showing the true effects of healthcare providers making poor hiring decisions. In addition, a whitepaper dealing with the challenges of screening temporary workers is also available.

IntegrityFirst has completed over a dozen major workers’ compensation benchmarking studies.

Contact us to learn about the positive impacts IntegrityFirst can have on your organizations bottom line by reducing workers compensation costs.

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CALCULATE YOUR TURNOVER COSTS

Hiring a new employee can be a costly endeavor for any organization. This is especially true if your organization has high turnover. Use the employee turnover cost calculator to quickly determine your turnover rate, the cost of each new hire, and the total cost of employee turnover to your organization.

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FREQUENTLY ASKED QUESTIONS

IntegrityFirst is a pre-interview employment screening tool, developed by Industrial and Organizational psychologists at Portland State University. Our test represents the next evolution in the pre-employment assessment of job candidates. It identifies job applicants who are high risk in the areas of theft, substance abuse, hostility and faking and has been used by companies nationwide since 1979 to help reduce workers’ comp loss rates, avoid hiring violent or hostile employees, reduce on the job drug/alcohol abuse, reduce employee theft, reduce employee turnover, reduce negligent hiring lawsuits, reduce absenteeism and more.

Applicants are evaluated as either Qualified or Non-Qualified. This eliminates the need to interpret each recommendation at the individual branch hiring location. However, management can review an applicant’s detailed results including disclosures, from their secure online management console at any time.

An applicant who does not qualify for hire has either:

  • Admitted to current, illegal drug use, and/or
  • Disclosed theft behaviors during the past two years, and/or
  • Exhibited hostile/angry responses on the test, and/or
  • Tried to “fake” the test

Many applicants reveal high-risk behaviors on multiple levels. On average, clients typically see a 20% – 25% Non-Qualified rate.

Individuals involved in ongoing, risky behaviors (like theft and/or illegal drug use) may eventually rationalize their behavior. After a while, they can come to believe that there is nothing wrong with their abnormal conduct. IntegrityFirst obtains a high level of honest disclosures from the applicant. In fact, more than 90% of all applicants screened tell the truth about their high risk behaviors.

Applicants may take the test either online via our secure applicant website or through their smartphones. In either case, the test is self-administered utilizing electronic formats. Applicant results can be reviewed at any time by authorized personnel via our secure online management console.

Most applicants can complete the test in less than 10 minutes. Results are received immediately, thus expediting the hiring process.

IntegrityFirst is written at a 5th grade reading level and available in English or Spanish. Additional languages can be made available by request. Applicants who are illiterate or blind have the option of using audio versions in either English or Spanish.

We recommend administering the test during the pre-interview process, after your Job Application Form and our short Informed Consent Form have been completed. Since IntegrityFirst will weed out these candidates very early in the hiring process, you save valuable time and money on drug screening and pre-employment background checks.

Yes. Federal and state hiring guidelines require screening tools to be either validated or non-discriminatory. IntegrityFirst is both. In fact, it is validated, non-discriminating, reliable and predictable.

Yes. Integrity testing is operational 24 hours a day.

Companies using integrity testing increase their earnings through significant reductions in their workers’ compensation losses, reduced Short Term Disability claims, as well as decreased turnover and reduced employee theft. The high risk individuals identified by the test are the ones who come to the workplace with a “workplace entitlement mentality.” The overall quality of the workforce is improved when high-risk job candidates are culled from the applicant pool. Overall, IntegrityFirst increases productivity, morale, and profitability.

Annual subscription fees for IntegrityFirst are tiered based on the projected number of hires and amount of job applicants your organization screens each year. IntegrityFirst is scalable to handle the smallest organizations to Fortune 500 organizations, with pricing available to accommodate all budgets.

In addition, discounts are available for customers electing to pre-pay for IntegrityFirst services in advance.

IntegrityFirst offers flat rate annual or monthly subscription pricing models to its customers. Instead of paying per job applicant or per test, your costs are fixed. This helps your organization accurately budget for IntegrityFirst.

Customers have found that our flat rate model also helps them take the guesswork out of which applicants to screen. IntegrityFirst offers the most benefit when utilized early in the process.  By paying one flat fee, customers are free to screen all job applicants as they apply!

By reducing time spent on candidates who do not qualify, your HR staff can focus their time on the most qualified applicants, thus improving the overall efficiency of your HR team while lowering costs.

FREQUENTLY ASKED QUESTIONS

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TESTIMONIALS

“I don’t care how good you are at interviewing or how long you interview an applicant, you will never find out what the IntegrityFirst reveals to us. We have lots of fleet drivers and I would be scared to ask our Branch Manager to go back to hiring applicants without the help of the Discovered ATS.”