Resource Center

Merchants' President and CEO Russ Johnson has written a whitepaper on the importance of implementing integrity testing in your organization to help benefit every organization's search for the best talent.

Download your copy of Why and How to Implement Integrity Testing as an Important Part of Your Talent Management Cycle by clicking the link below. Please save the whitepaper to your local machine for future use.

Why and How to Implement Integrity Testing as an Important Part of Your Talent Management Cycle

Merchants' 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.

Download your copy of the When Healthcare Providers Make Hiring Mistakes, Patients Suffer, or Staffing - The Challenge of Screening Temporary Workers whitepapers by clicking either of the links below. Please be sure to save a copy of the whitepaper to your local machine.

When Healthcare Providers Make Hiring Mistakes, Patients Suffer Whitepaper

Staffing - The Challenge of Screening Temporary Workers Whitepaper

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.

Contact Us

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.