Developed in the U.K., the GIOTTO test of personal integrity can help you assess employee candidates before you even interview them. It indicates particular aspects of a candidate’s work-based behaviour and attitudes, which may be concealed from further probing during the selection process. Many traditional personality questionnaires tend to be non-evaluative, avoiding judgments as to what are “goodâ€ and “badâ€ personal characteristics when trying to match a person to a particular job. Integrity tests, on the other hand, focus on the assessment of strengths and weaknesses, recognizing that consideration of both will provide a more comprehensive measurement.
The measure is particularly suited for use in pre-interview situations, indicating particular aspects of a candidate’s work-based behaviour and attitudes which may benefit from further probing during the selection process. GIOTTO recognizes the potential difficulties inherent in the accurate measurement of integrity and is therefore, presented as an ipsative questionnaire. This helps to avoid the contaminating effects of a candidate lying or faking.
GIOTTO also makes use of state-of-the-art neural network techniques to unravel the complex nature of personal integrity, as it relates to the workplace. Taken together, these factors help to provide a more accurate and reliable measure of a candidate’s strengths and weaknesses across a total of 7 dimensions.
High scores on these dimensions may provide protection against:
• Carelessness, accident proneness, mindlessness
• Lack of commitment, absenteeism, tardiness
• Proneness to violence, hostility, intimidation
• Disciplinary problems, subversion, intolerance
• Disrespect for senior managers, overbearing behaviour, arrogance
• Theft of company property, wasteful use of resources, failure to share
• Inability to cope with change, lack of self-confidence, anxiety
The GIOTTO is a short test that should take only 15-20 minutes to complete.
Scores on these 7 dimensions can then be matched to the requirements of a particular job. Although all 7 dimensions have general applicability, each post will have particular requirements which identify certain patters of scores as being salient to effective job performance.
Scoring and Narrative Reports – This measure of integrity can now be incorporated with more general ability measures. The software automatically scores the questionnaire and outputs a graphic candidate profile across 7 dimensions and a full narrative report, if this is required. GIOTTO profiles and narratives can be generated with the software.
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