Are you curious about how you would stack up should a potential employer ask you to take an honesty test? This form of testing is becoming more and more prevalent in human resources management for several reasons. These factors include legislation banning the use of polygraph testing (which was previously used by many businesses to identify dishonest employees), the rising costs of employee turnover, and other changes in the corporate climate. Honesty questionnaires are usually intended to identify the most dishonest candidates, as well as those who might sway from ethical behavior when they find themselves in enticing situations. Employers are most likely to use honesty testing for positions where employees have access to cash or merchandise, where people need to be trusted to work with little supervision, and in other situations where there is temptation to act dishonestly.

If used as part of an appropriate pre-employment assessment process, the results of an honesty test should never be the only factor determining who is and who isn't hired. They are not infallible and should be interpreted cautiously. The controversial nature of honesty tests has resulted in them being made illegal in two states, Massachusetts and Rhode Island.

Answer the questions in this test carefully, and be aware that there are measures in place that are intended to pick up attempts to misrepresent oneself, or to answer untruthfully. Specific responses to questions are not provided to the employers; rather they will see a standardized score of each category on the test. In actual pre-employment settings, if there is an indication that the test-taker is being dishonest or taking the test carelessly, the results might be considered invalid.