Research shows that an electroencephalogram (EEG) and the fMRI may achieve results of 87% accuracy. However, both tests are intrusive (the examinee is connected extensively to medical instruments or is inserted into a large tube). Both methods are costly, require expensive equipment and extensive training to operate. For these reasons, neither is a viable solution.
Studies say that human lie detectors have an accuracy rate of 54% at spotting a liar. (Source: Bond & DePaulo, 2006) If that’s true, you’ll get the same results from chance, or in other words, from the flip of a coin.
Behaviours such as gaze aversion, touching the body or face, or covering the eyes or mouth while speaking have not been found to be reliable indicators for deception.
Aptitude tests determine if a person is able to do the job. In other words, can the candidate perform a job function? Predicting if someone will do the job is a challenge.
Predicting if someone will lie, cheat, or steal is also a challenge. The premise behind EyeDetect is that it measures reactions to recent or past behaviour. An employer can determine how to use that information to take action with an employee.
Personality tests try to determine if there is a job fit from a behavioural perspective. The challenge with a personality test is that there are no right or wrong answers. The test will assess a person’s dominance, altruism, neuroticism, egotism, psychopathy, introversion, etc. or other items.
Some personality tests try to assess a person’s willingness to pretend to be good. Employment personality tests try to determine a person’s interaction style and behavioural tendencies. They attempt to assess aspects of personality that remain relatively stable throughout a lifetime. They also attempt to predict future behaviour.
Integrity tests assess the likelihood an employee will engage in dishonest behaviour. This is an attempt to predict future behaviour. An “overt” integrity test discusses past criminal behaviour and attitudes about honesty, drug use, theft and counterproductive behaviour. If a person is completely honest, this test can be very valuable. Deceptive individuals may not be forthright in their responses.
One notable study entitled “The Use of Integrity Tests for Pre-employment Screening” discusses the validity of integrity tests. The study was published by the Office of Technology Assessment (OTA) of the U.S. Congress.
