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Honesty tests can be viable alternatives to lie detector tests, but you must administer them carefully due to current uncertainty as to how legislatures and courts will treat them. Written honesty examinations are intended to accurately assess an applicant’s honesty by quantifying the applicant’s self-perceptions of honesty through a series of questions directed at attitudes toward theft and personal experience with dishonesty. The purpose of most of the questions is to isolate dishonest behavioral tendencies and attitudes of the test taker about dishonesty.
A test taker’s profile is compiled from their answers, generally in multiple choice, true or false, or yes or no format. The individual’s profile is then obtained by comparing their answers to the profiles of people who have been independently judged as honest and dishonest. The results are used as a predictor of the applicant’s on-the-job integrity.
It is unclear if honesty examinations violate the Labor Code section 432.2 ban on polygraph “or similar” tests as a condition of employment. Consult legal counsel if you wish to use honesty tests.