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A winning combination

An current cooperation with the security department increases the chances of a successful recruitment.

Locating and recruiting a suitable worker is a complicated process. The candidates must present a combination of relevant skills and qualities in a number of areas: professional skills, personal skills and reliability. In addition, the recruitment process is often carried out on a tight schedule, with the need to meet goals, fill positions or hold a mass recruitment.

Nevertheless, it is important no to compromise when it comes to the candidates' integrity, their compliance with the organization's moral code and their recognition of the importance of reports. While the recruitment of an unsuitable worker may lead to the waste of precious resources, an intentional sabotage on the worker's part may harm the organization's activity, reputation and group morale. In addition to theft and physical loss, the information revolution makes it possible for every employee to accumulate and leakage qualified information and trade secrets.

A deeper acquaintance with the candidate may contribute to a better coping with recruitment challenges. Having an effective and fruitful communication channel between the recruitment and the security departments in the  organization would serve that purpose.This combination of forces would help draw as large and accurate picture of the candidate as possible, including his/her professional, personal and behavioral traits.

The most advanced reliability tests in the world

In order to fascilitate the cooperation between the departments and make the best of it, we developed the Integrity Meter reliability tests (detailed information is provided below). The tests are easily integrated into the work-processes of both departments and, with their help,  the recruitment of the best workers is made possible. It's important to note that our basic assumption is that most candidates are honest, and the tests only allow us to sort out the few of them who are not, those who may pose a risk to the organization.

Based on our acquaintance with the organizational world,  we formulated a few points that may promote optimal cooperation:

  • It's important to recognize the recruitment challenges as well as the challenge of preventing physical and conceptual loss.

  • One should recognize the similarity and the difference between the two departments' work processes: CV collection versus background checkups, personality and skills tests versus reliability tests, and job interviews versus questioning sessions.

  • Besides meeting the recruitment goals, one should take into account that employees may drop out of the organization (due to stumbling, among other things).

  • The process has to be clear and respectable, and emphasize that preventing the entry of negative elements into the organziation is the candidate's interest no less than it is the organization's.

  • Disqualifying a candidate after he/she has been chosen leads to loss of resources and bad feelings. Testing the candidate's reliability at an early stage prevents damage to the organization and conflicts with the security department.

  • In cases where problematic findings arise regarding a candidate, it's important to include the security team in his/her questioning and in making decisions about his/her reliability.

In addition, one should bear in mind several points regarding the security department's work:

  • Besides questioning the employees, the department manages the organizational security system (and that includes formulating procedures and carrying out instructions), and is in charge of contacts with external security factors.

  • The department staff works under constant pressure to discover embezzlements, frauds and thefts, and to increase the workers' awareness.

  • The department's resources are limited, and therefore one must find the balance between the nature of the products and the desired outcome.

  • An optimal integration of reliability tests and questioning into the recruitment process

An average recruitment process includes the following steps:

Finding the candidate, holding a job interview, a suitability test (personality and skills), reliability tests, questioning (when needed).

In order to balance between the speed and effectiveness of the process and the cost of its various components, we'll construct it based on the following assumptions:

  • The most expensive components are the durations of the job interview and the complementary questioning.

  • The duration of a personality and skills test is significantly longer than the duration of a reliability test.

  • Steps that require coordination between departments (questioning or interviewing by a senior executive) are more complex.

As a result, the following process is recommended:

Integrating a reliability assessment into the recruitment process

Here is a brief guide that explains the main points of the chart:

  • In spite of its cost, the job interview is placed at the beginning, in order to verify candidate information and basic suitability.

  • It's followed by tests whose cost is marginal per working-hour, according to their duration.

  • Since questioning is significantly more expensive than a test, we'll investigate any doubts that arose following the reliability test only if the candidate has successfully passed all the tests.

  • Expensive steps which require complex coordination should be placed at the end of the process (for example, the questioning of a senior executive).

A smart screening system and up-to-date tests:

Integrity Meter offers a diagnostic comprehensive solution, which includes i-pass, a unique personality and skills diagnostic system, combined with a layout of advanced reliability tests, developed on the basis of practical knowledge and experience.

The system's capabilities were tested and validated by a Haifa University psychometrician, and verified by security, human resources and recruiting professionals. In addition, the tests undergo normalization and updating processes, in order to ensure their adjustment to changes in the population. Using the system and the tests is precisely in line with the requirements of the recruitment and security departments:

  1. Examining all the aspects needed for measuring suitability - professional skills, personal fit for the job and for the organization, and integrity.

  2. Locating and flooding vital data - the system provides a detailed report, including facts and suspicions, which can be examined by using complementary tools, such as a background check or a frontal questioning.

Besides preventing the recruitment of unsuitable employees, using the system also leads saving the costs of holding screening days. Since the tests only require a computer and an organization representative, they can be carried out in offices or anywhere else, without the need to rent space and pay external testers.

Additional major advantages:

  • A full modification to the organization's needs  - topic and language selection, and the construction of job-based tests.

  • Maximal accuracy - the screening process focuses on skills and performances, with no emotional bias. Therefore the results are more accurate and allow informed decision-making about choosing or disqualifying workers.

  • Simplicity and transparency - the reports provide detailed explanations about the candidates and allow full consideration and correct management of questioning, if needed.

  • Flexibility - the report allows you to weight additional data which have been revealed in the course of further check-ups and questioning, in order to make informed decisions.

  • Revealing attempts to hide information - the only tests capable of revealing an intentional omission of details that are vital for decision making. They may be followed by complementary questioning.

  • Information security - the system's information security is managed under the ISO-27001:2013 standard and the Privacy Protection Authority guidelines. In addition, you can set permissions for each employee and prevent the exposure of sensitive information.

  • Intuitive user experience - no need for previous knowledge. The test's results appear clearly and immediately, with no need for information analysis.

  • Easy implementation - our team accompanies the implementation process, in the professional and technical aspects.

  • Accompaniment and guidance - in order to make the most out of the information revealed in the report, we hold training sessions about questioning and background checks.

  • On-line technical and professional support.

  • Updates and upgrades are carried out automatically.

Complementary services.
In some cases we need to take complementary actions, in order to allow maximal utilization of the information revealed in the tests.

We offer a variety of complementary services to organizations which don't perform them independently:

  • CV verification - verifying details with workplaces and educational institutions.

  • Background check - testing and crosschecking data from legal databases.

  • Complementary questioning - questioning the candidate for the purpose of clarifying details that emerged in the reliability report.

  • Full questioning - comprehensive questioning of the candidate about all the topics defined by the employer.​


In addition, we hold periodical credibility tests. This is an advanced test which allows organizations to run comprehensive credibility tests throughout the year. Regular use of the test allows the organization to have an accurate picture of what goes on in the company and trace irregularities, starting with failure to follow internal procedures and ending with criminal actions. The exclusive platform allows full modification of the reliability test to the organization's needs, in a way that guarantees the best and most credible results. The tests also serve as prevention and deterrence tools, and allow loss prevention and dealing with internal disorders.

Who are you looking for?

We'll help you focus on the right candidate.


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