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In the Authenticity Test, candidates are asked to rate how important authenticity is to them. For candidates who value authenticity, it is important that people are being real and true at work. This test helps you to evaluate whether hiring the candidate will increase the focus on authenticity in a team.

About the HiPeople Authenticity Test

The Authenticity Test at a Glance

When to use: This test can be used at any stage of the hiring process but may be most relevant in an early stage when getting to know the candidate.

Example question : Candidates rate how important a value is to them on a scale from one to seven. This is an example of a question: "How important is Authenticity to you? For those who value authenticity, it is important that people are being real and true at work".

Response time: 2 minutes.

Result: An easy-to-interpret visualization that shows you how important authenticity is to the candidate.

The Science Behind the Authenticity Test

Organizations are shaped by the values and beliefs of their employees. Use the Authenticity Test to determine whether candidates can strengthen the authenticity aspect of your company's culture.

The Authenticity Test is part of the HiPeople Culture Add Inventory. The Culture Add Inventory is a collection of work values that measure an individual's contribution to culture. It is inspired by groundbreaking research such as Schwartz's Theory of Basic Human Values and the Organizational Culture Profiler, which was developed at Stanford University.

The HiPeople Culture Add Inventory is highly customizable, making it perfect for organizations that want to hire individuals who will positively add to their culture. To make the most of your Culture Add Assessment, we recommend using several values from the HiPeople Culture Add Inventory.

If you are interested in the science behind Culture Add, start with this scientific publication.

Qualities of a Candidate With High Authenticity Test Scores

If you are looking for someone to help shape the authenticity culture of your new team, look no further than someone who scores high on the Authenticity Test. Those who score high on the test highly value authenticity and believe that it is important for people to be real and true at work. They will work hard to create an environment where everyone feels comfortable being themselves and expressing their own unique perspectives. This can help create a more cohesive team that is better able to achieve its goals.

Can the Authenticity Culture Add be leveraged to help a team at a particular time?

A team that lacks authenticity culture may have members who are not being true to themselves or others. This can lead to a lack of trust and respect among team members. Hiring someone who deeply cares about authenticity would make a positive change by strengthening the teams authenticity culture. This person would model authentic behavior and help create an environment where people feel safe being their true selves.

Ready to find this candidate? Try the Authenticity Test now!

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What is the Authenticity Assessment Test?

An authenticity assessment test is a specialized tool used in pre-employment screening to evaluate the extent to which individuals exhibit genuine and authentic behavior, values, and characteristics. It aims to assess the alignment between a candidate's stated values and their actual behavior, as well as their ability to consistently demonstrate authenticity in various situations.

Authenticity assessment tests typically employ a combination of methods, such as psychometric assessments, situational judgment scenarios, and behavioral interviews. These tests delve beyond surface-level impressions to provide hiring managers with deeper insights into a candidate's authenticity, integrity, ethical behavior, emotional intelligence, and interpersonal skills.

Importance of Authenticity Assessment in Pre-employment Screening

In today's competitive job market, organizations recognize the critical role authenticity plays in building high-performing teams and cultivating a positive work culture. Authenticity assessment is vital in pre-employment screening for several reasons:

  1. Identifying Genuine Candidates: Authenticity assessment tests enable hiring managers to differentiate between candidates who genuinely align with the organization's values and those who may simply present a facade. It helps identify individuals who are more likely to contribute authentically and thrive within the company.
  2. Mitigating the Risk of Dishonesty: Inauthentic behavior, such as deception, dishonesty, or misrepresentation, can have serious consequences for an organization. Authenticity assessment tests minimize the risk of hiring individuals with dishonest intentions, reducing the potential for fraud, misconduct, or ethical violations within the workplace.
  3. Enhancing Team Dynamics and Culture Fit: Authenticity assessment helps ensure that new hires will seamlessly integrate into the existing team and align with the organization's culture. Candidates who genuinely embody the values and behaviors desired by the organization contribute to positive team dynamics, collaboration, and employee satisfaction.
  4. Increasing Employee Engagement and Job Satisfaction: When employees can authentically express themselves at work, they experience higher levels of engagement and job satisfaction. By selecting candidates who value authenticity, organizations foster an environment where individuals feel comfortable being their true selves, leading to increased productivity, creativity, and overall employee well-being.
  5. Strengthening Employer Branding and Reputation: Incorporating authenticity assessment into the hiring process demonstrates a commitment to ethical practices and a genuine work environment. This commitment enhances an organization's reputation and makes it an attractive employer of choice for top talent seeking authentic workplaces.

Benefits of Using an Authenticity Assessment Test for Hiring Managers

Hiring managers can reap several benefits by incorporating authenticity assessment tests into their pre-employment screening process:

  1. Improved Hiring Decisions: Authenticity assessment tests provide hiring managers with valuable insights into a candidate's true character and alignment with the organization's values. This information enables more informed hiring decisions, resulting in the selection of candidates who are more likely to succeed and contribute positively to the organization.
  2. Reduced Employee Turnover: Hiring individuals who genuinely fit the organization's culture and values reduces the likelihood of misalignment and subsequent turnover. Authenticity assessment tests help identify candidates who will thrive in the organization's unique environment, leading to higher employee retention rates and reduced recruitment costs.
  3. Enhanced Team Performance: Authenticity assessment ensures that new hires seamlessly integrate into the team, fostering positive team dynamics, effective collaboration, and improved performance. By selecting candidates who authentically align with the team's values, hiring managers can create a cohesive and productive work environment.
  4. Risk Mitigation: Inauthentic behavior within the workplace can have detrimental effects on team morale, productivity, and the organization's reputation. Authenticity assessment tests minimize the risk of hiring individuals who may engage in unethical or deceptive practices, safeguarding the organization's integrity and mitigating potential risks.
  5. Strengthened Organizational Culture: Hiring individuals who authentically embody the organization's values and culture helps nurture a strong and authentic work environment. This contributes to a positive employee experience, fosters a sense of belonging, and enhances overall organizational culture and employer branding.

By leveraging authenticity assessment tests, hiring managers can make more accurate and informed hiring decisions, leading to stronger teams, increased employee engagement, and a positive impact on organizational success.

The Significance of Authenticity Assessment in Pre-Employment Screening

Before delving into the specifics of authenticity assessment, it is important to understand the profound impact authenticity has on job performance and organizational success. Individuals who genuinely align their actions with their values are more likely to excel in their roles, contribute to a positive work environment, and drive overall team productivity. Conversely, inauthentic behavior can lead to detrimental consequences such as decreased employee engagement, compromised team dynamics, and a negative impact on the company culture.

By incorporating authenticity assessment into your pre-employment screening, you can effectively mitigate the risks associated with inauthenticity and ensure the selection of candidates who possess the essential qualities to thrive in your organization.

Key Skills and Traits Assessed by Authenticity Assessment

The Authenticity Assessment Test evaluates several key skills and traits that are fundamental to fostering a culture of authenticity within your organization:

Integrity and Ethical Behavior

  • Demonstrating honesty, trustworthiness, and a commitment to ethical principles.
  • Acting consistently with stated values and ethical standards.
  • Upholding confidentiality and ensuring data security.

Consistency in Values and Actions

  • Aligning personal values with organizational values.
  • Exhibiting congruence between words and actions.
  • Maintaining consistency in behavior across different contexts and situations.

Emotional Intelligence and Self-awareness

  • Recognizing and managing one's own emotions effectively.
  • Demonstrating empathy and understanding towards others.
  • Cultivating self-awareness and embracing personal growth.

Authentic Communication and Interpersonal Skills

  • Expressing thoughts, ideas, and emotions in a genuine and transparent manner.
  • Building authentic relationships based on trust and open communication.
  • Resolving conflicts in a constructive and authentic manner.

Adaptability and Resilience

  • Demonstrating the ability to navigate change and uncertainty with authenticity.
  • Adapting to new situations while staying true to core values.
  • Showing resilience in the face of challenges and setbacks.

Leadership Potential

  • Displaying authentic leadership qualities, such as inspiring and motivating others.
  • Acting as a role model and fostering authenticity within teams.
  • Exhibiting effective decision-making and ethical leadership.

Benefits of Authenticity Assessment Tests for Candidate Screening

Integrating an authenticity assessment test into your pre-employment screening process offers numerous benefits that can significantly impact your organization's success:

Enhancing the Quality of Candidate Selection

  • Identifying candidates who possess authentic qualities that align with your organization's values and culture.
  • Reducing the likelihood of hiring individuals who may engage in deceptive behavior or misrepresent themselves.

Reducing Employee Turnover and Fostering Long-term Engagement

  • Increasing employee satisfaction by creating an authentic work environment where individuals can be themselves.
  • Promoting a sense of belonging and decreasing the likelihood of employees seeking opportunities elsewhere.

Improving Team Dynamics and Culture Fit

  • Building teams that thrive on open communication, trust, and mutual respect.
  • Enhancing collaboration and synergy among team members by ensuring authenticity within the group.

Mitigating the Risk of Hiring Individuals with Dishonest Intentions

  • Identifying candidates who are genuinely motivated to contribute to the organization's success.
  • Reducing the risk of potential fraud, misconduct, or ethical violations within the workplace.

Strengthening Employer Branding and Reputation

  • Cultivating a reputation for authenticity and ethical practices, attracting top talent.
  • Creating a positive perception of your organization among customers, partners, and stakeholders.

Roles and Positions that Benefit from Authenticity Tests

While authenticity is valuable in all positions, certain roles and positions particularly benefit from the implementation of an authenticity assessment test:

Customer-Facing Roles

  • Sales representatives, customer service agents, and account managers who interact directly with clients.
  • These roles require genuine and empathetic communication to build trust and maintain long-term relationships.

Leadership and Management Positions

  • Managers and executives responsible for guiding and inspiring teams.
  • Authentic leaders set the tone for the organization and promote an authentic work culture.

Collaborative Team-Based Roles

  • Team members who collaborate closely with colleagues on projects.
  • Authenticity fosters open communication, trust, and effective collaboration within teams.

High-Stress or High-Security Roles

  • Positions that involve high-stakes decision-making or the handling of sensitive information.
  • Authenticity ensures the integrity, reliability, and trustworthiness of individuals in these roles.

Roles Requiring High Levels of Trust and Confidentiality

  • HR professionals, legal advisors, and individuals with access to sensitive employee or corporate information.
  • Authenticity is crucial to maintaining confidentiality and upholding ethical standards.

Implementing Authenticity Assessments in Pre-Employment Screening

To effectively implement an authenticity assessment test in your pre-employment screening process, consider the following steps:

Integrating Authenticity Assessment into the Hiring Process

  • Identify the stages of your hiring process where an authenticity assessment can add value, such as application screening, interviews, or reference checks.
  • Determine the specific points in the process where the authenticity assessment will be most effective.

Selecting the Right Authenticity Assessment Test for Your Needs

  • Research different authenticity assessment tests available in the market.
  • Consider factors such as validity, reliability, ease of administration, and compatibility with your organization's values and culture.

Ensuring Fairness and Unbiased Evaluation

  • Design the authenticity assessment test to be fair, reliable, and objective.
  • Train hiring managers and evaluators on the proper interpretation of test results to minimize bias.

Training Hiring Managers on Interpreting and Utilizing Test Results

  • Provide comprehensive training to hiring managers on the purpose of the authenticity assessment test.
  • Educate them on how to interpret the results and integrate them into their decision-making process.

Best Practices for Conducting Authenticity Assessments

To optimize the effectiveness of authenticity assessment tests, consider implementing the following best practices:

Clearly Defining Authenticity Expectations and Desired Outcomes

  • Develop a clear and concise definition of authenticity within your organization.
  • Communicate the expectations and outcomes related to authenticity to candidates and employees.

Balancing Authenticity Assessment with Other Evaluation Criteria

  • Use the authenticity assessment test as one component of a comprehensive evaluation process.
  • Consider other factors such as qualifications, experience, and cultural fit in conjunction with authenticity.

Employing a Combination of Assessment Methods for Comprehensive Evaluation

  • Combine the authenticity assessment test with other assessment methods, such as interviews, case studies, or work samples.
  • Use a variety of evaluation tools to gain a holistic understanding of a candidate's authenticity.

Establishing the Validity and Reliability of the Authenticity Assessment Test

  • Ensure that the authenticity assessment test has been thoroughly validated and demonstrates reliable results.
  • Regularly review and update the test to maintain its validity and relevance.

Regularly Updating and Refining the Authenticity Assessment Process

  • Continuously evaluate the effectiveness of your authenticity assessment process.
  • Seek feedback from hiring managers, candidates, and employees to refine and improve the assessment process over time.

Addressing Authenticity Tests Potential Concerns and Limitations

While authenticity assessment tests offer valuable insights, it is important to address potential concerns and limitations:

Privacy and Legal Considerations in Conducting Authenticity Assessments

  • Ensure compliance with privacy laws and regulations when collecting and handling personal data.
  • Safeguard the confidentiality of the assessment results and protect candidate privacy.

Recognizing Cultural and Individual Differences in Authenticity Expression

  • Acknowledge that authenticity can be expressed differently based on cultural backgrounds and individual personalities.
  • Avoid imposing a rigid definition of authenticity that may not account for cultural nuances.

Minimizing the Potential for Candidates to Game the Authenticity Assessment

  • Incorporate multiple assessment methods to reduce the risk of candidates deliberately presenting an inauthentic image.
  • Look for consistent patterns across various evaluation tools to identify genuine authenticity.

Supplementing the Authenticity Assessment Test with Other Evaluation Methods

  • Recognize that authenticity assessment tests are just one tool in the hiring process.
  • Combine the authenticity assessment with other methods to gain a more comprehensive understanding of candidates.
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