---
title: "IntegrityFirst Assessments"
url: "https://knowledge-base.discovered.ai/en/article/integrityfirst-assessments"
language: "en"
last_updated: "2026-05-29T13:57:10.931Z"
---

# IntegrityFirst Assessments

Gain deeper insight into how the Integrity First Assessment evaluates honesty, reliability, and accountability in candidates.

### **Overview**

The **IntegrityFirst Assessment** is designed to measure key behavioral traits that impact reliability and ethical performance at work. It evaluates four primary areas of concern:

-   **Theft** – Likelihood of engaging in dishonest or unethical behavior regarding company property or resources.
-   **Faking** – Tendency to exaggerate, lie, or present oneself dishonestly in the workplace.
-   **Drug Use** – Admission or normalization of substance use that could affect workplace performance.
-   **Hostility** – Inclination toward verbal or physical aggression in professional settings.

Unlike traditional tests that rely solely on self-awareness or technical ability, the Integrity First Assessment leverages **psychological principles**—particularly **cognitive dissonance**—to reveal authentic behavioral patterns. Candidates subconsciously disclose normalized behaviors, allowing employers to identify risk factors that may not appear in an interview. 

## **How It Works IntegrityFirst Assessments:**

[Embedded content](https://www.loom.com/embed/d6f9099018704bce91461f0180c658e0?sid=5d8dfef3-3bea-4b37-8cbb-d2ffe1207cb2)

### **1\. Candidate Completes the Assessment**

-   Candidates answer a series of questions about workplace conduct and behavior. Their responses indicate patterns of honesty, responsibility, and accountability.

### **2\. System Analyzes Key Behavior Categories**

-   Responses are automatically scored across four key dimensions:
    -   **Theft** – Admissions or justifications for dishonest actions.
    -   **Faking** – Patterns of dishonesty, exaggeration, or inability to accept mistakes.
    -   **Drug Use** – References to or acceptance of substance use.
    -   **Hostility** – Admission or normalization of aggression toward colleagues or clients.

![](https://cdn-assets.productfruits.com/199823a1-b2ff-4080-8c7a-9fa0355efa20)

### **3\. Disclosures Are Generated**

-   The assessment produces disclosures (results summaries) for the relevant categories.
    -   Notably, **no specific disclosure appears for faking**, since it is determined through overall inconsistencies and dishonesty across multiple answers rather than individual questions.

![](https://cdn-assets.productfruits.com/3d356ee1-0e87-47e5-b137-7fe78029199b)

### **4\. Evaluate Candidate Results**

-   Each candidate’s outcome is classified as either:
    -   **Qualified** – No significant risk factors detected; candidate may continue in the hiring process.
    -   **Non-Qualified** – Behavioral red flags identified; candidate should not advance further.
-   Employers can review each result’s summary, including which behavioral categories triggered disclosures.

![](https://cdn-assets.productfruits.com/d9ac024e-9fca-4767-b61e-375fa809695c)

### **5\. Interpretation Guidelines**

-   When reviewing assessment results:
    -   **Single isolated admissions** (e.g., one-time mistakes) are not cause for automatic disqualification.
    -   **Repeated admissions** (e.g., multiple mentions of theft or hostility) indicate normalized behavior and higher risk.
    -   The assessment algorithm accounts for response patterns, context, and consistency to ensure accuracy.

## **Why This Matters**

IntegrityFirst provides an **objective, data-backed approach** to screening for honesty, accountability, and workplace safety—traits often difficult to assess in traditional interviews.

This ensures:

-   Better prediction of long-term reliability and performance.
-   Reduced risk of early turnover due to behavioral issues.
-   Safer and more ethical workplace culture.
-   Streamlined decision-making with transparent assessment data.

## **Use Cases**

-   **Recruiters:** Quickly identify high-risk candidates before advancing them in the hiring process.
-   **Hiring Managers:** Supplement interviews with behavioral data for more balanced evaluations.
-   **Organizations:** Maintain workplace integrity and prevent misconduct through better pre-employment screening.

## **Best Practices**

-   Review all candidate results within context—patterns matter more than single answers.
-   Combine Integrity First data with interviews and reference checks for balanced evaluation.
-   Use assessment results as part of a structured, fair hiring process rather than a sole decision-maker.

## **What Happens Next**

Once assessments are completed:

-   Results are displayed in the **Integrity First Assessment dashboard** for easy review.
-   Hiring teams can access detailed summaries, including any risk disclosures.
-   Qualified candidates can progress to the next hiring stage, while non-qualified candidates can be disqualified automatically or manually.

With the **Integrity First Assessment**, you can confidently make informed, ethical, and consistent hiring decisions—protecting your organization from risk while prioritizing candidates with genuine integrity.