FREQUENTLY
ASKED QUESTIONS

A criminal background investigation (BGI) only checks the information contained in certain databases, so in order for something to show up on a typical BGI, a lot has to go right including the specification of the right geography and time frame along with a continuous update of these databases. The big disadvantage is that a police report would have had to have been filed in order for something negative to show up on a BGI. Verensics doesn’t look at databases, we look at behaviors. Therefore, we pick up what background checks miss.

Verensics’ integrity Assessment is similar to a behavioral assessment, but behavioral assessments are focused on personality traits that make a person a good fit for a certain position. They are very useful, but they cannot tell you how risky a person will be to hire. The Verensics assessment focuses specifically on risk: risk of theft, risk of violence, risk of fraud, etc.

There are two major aspects to the Verensics integrity assessment:

1. Our analytics identify attempts to lie or conceal information. You will know if a candidate is a risk before you have to make a decision on whether to hire them, or keep them on staff.
2. The candidate or employee is conscious to the fact that they are being monitored by the assessment as they are taking it. If a candidate starts answering inconsistently, the assessment will alert the test taker to pay closer attention. Awareness that they are being monitored makes test takers more likely to admit to risky behaviors.

Since each assessment is tailored in real time for each candidate, actual test times can vary but typically take 10 to 20 minutes.

Immediately! The results are available as soon as a test taker completes the assessment. Results can be viewed in our client access portal.

We have analyzed and evaluated the platform for employment‐related concerns, both federal (EEOC) and state, including:

• Americans with Disabilities Act (ADA) and other disability‐related issues
• Medical marijuana
• Current alcohol/drug use
• Criminal background (both disparate impact and “ban‐the‐box” laws)
• Credit history/foreclosure statutes
• Off‐duty conduct laws
• Job‐relatedness
• Protection for domestic violence victims
• State laws against use of integrity tests (i.e. Massachusetts and Rhode Island)

The platform was developed in line with Standards for Educational and Psychological Testing as well as The Principles for the Validation and Use of Personnel Selection Procedures.

Treat this information the same way your organization would manage any employment‐related concerns that come to your attention; gathering additional information and taking appropriate action based on the results.

The Verensics platform works in much the same way. You would ask some follow-up questions, gather additional information, and take appropriate action based on the results. Verensics has developed guidance that you can use to assist in the post-questionnaire interview, and we can provide more in-depth training where needed.

Our due diligence review included analysis of disparate impact issues at the individual question level (for example, we avoid questions about an individual’s prior arrests or convictions). In addition, our IO Psychology team conducts ongoing research into adverse and disparate impact.

Any additional questions, customization, other changes to the test will get that same level of due diligence and legal review before it is rolled out to you.

For individuals who require additional time to complete the questionnaire, the platform provides an extended time option. For other accommodation requests, you would simply follow your company’s ADA accommodation policy/guidelines.