HR Risk Risk Assessmet

Risk Assassment

Protect Your Business. Start with Who You Hire. Protect your money, data and operations by identifying potential integrity and behavioral risks before granting access and responsibility.

Make Hiring Part of Your Business Protection.

Adam Milo’s online integrity assessment examines response patterns associated with counterproductive work behavior (CWB), including theft, fraud, rule violations and unsafe conduct. Understand which risk indicators require attention and what to investigate before making an offer. Receive an immediate report with an overall risk level, domain indicators and targeted interview questions to support your hiring decision. Every new hire receives some level of access to your business: money, inventory, customer information, systems or decision-making authority. Understanding the risks associated with that access gives you an opportunity to investigate concerns before they become business problems. An integrity assessment adds structured evidence about honesty, accountability and attitudes toward rules to your hiring process. Your team can use the findings to select lower-risk candidates and focus further investigation where it matters most.

Customized Risk Assessment Solutions

Every new hire receives some level of access to your business:
money, inventory, customer information, systems or decision-making
authority. Understanding the risks associated with that access
gives you an opportunity to investigate concerns before they
become business problems.

An integrity assessment adds structured evidence about honesty,
accountability and attitudes toward rules to your hiring process.
Your team can use the findings to select lower-risk candidates
and focus further investigation where it matters most.

What Does an Integrity Assessment Examine?

The assessment examines attitudes and response patterns associated
with counterproductive work behavior (CWB), focusing on areas
relevant to the role’s responsibilities and access.

Honesty and Accountability

Truthful reporting, willingness to take responsibility and
attitudes toward concealing mistakes or misleading others.

Treatment of Company Assets

Attitudes toward the use of money, inventory, equipment,
information and working time.

Rules and Ethical Conduct

Attitudes toward procedures, confidentiality, bribery and
the misuse of authority for personal gain.

Safety and Responsible Conduct

Response patterns related to following safety requirements
and taking risks that could affect people or operations.

Candidate Risk Report

Know What Requires Attention Before You Hire.

Receive an immediate report that explains the findings and
directs your team to the issues that need further investigation.

Overall Risk Level

A low, medium or high risk rating gives decision makers a clear
starting point for reviewing the results.

Risk Domain Indicators

See which assessed areas raise concerns, so your team can
prioritize findings relevant to the candidate’s responsibilities
and access.

Written Explanations

Understand the response patterns behind the indicators and
their relevance to the hiring decision.

Targeted Interview Questions

Explore specific findings with the candidate, ask for examples
and examine concerns before making an offer.

Built on Behavioral Science. Tested Against Organizational Outcomes.

Adam Milo’s integrity assessments combine expertise in psychology,
psychometrics and security. Our research examines measurement
consistency and relationships between assessment findings and
organizational outcomes, including reported misconduct, rule
violations, attendance and productivity.

Two Complementary Assessment Approaches

Direct questions examine conduct and attitudes. Personality
indicators examine characteristics associated with counterproductive
work behavior (CWB). Combining these approaches provides additional
information, including when candidates have limited employment history.

Reliability and Validity Research

Reliability studies examine consistency within the assessment
scales. Validation studies examine how results relate to relevant
external criteria, providing evidence for their use in hiring
decisions.

Standardized Measures, Relevant to the Role

Candidates are evaluated using consistent measures. The role’s
responsibilities and exposure guide which risk domains receive
attention and which findings require further investigation.

Risk Assessment Tools for Different Responsibilities

The risks associated with handling payments differ from those
involved in managing people or accessing sensitive systems.
Select tools according to the responsibilities and exposure
of the role.

Integrity Assessment | Honesty and Responsible Conduct

Examines attitudes and response patterns associated with
counterproductive work behavior, with findings across the
risk domains assessed.

Managerial Integrity Assessment | Ethics and Use of Authority

Examines integrity issues relevant to managers, including
accountability, ethical conduct and the use of authority
over people, budgets and company resources.

SEVA | Vulnerability to Social Engineering

Examines awareness and response patterns related to phishing,
fraud and social engineering, identifying areas that require
attention when employees handle sensitive information or systems.

Frequently Asked Questions

What is the difference between an integrity assessment and a background check?

A background check verifies existing information, such as employment history or qualifications. An integrity assessment examines conduct, attitudes and response patterns associated with behavioral risk. The two provide complementary information for the hiring decision.

Can an integrity assessment identify risk in candidates with no previous misconduct?

The assessment examines attitudes and personality indicators alongside questions about past conduct. It can flag potential concerns even when a candidate has limited employment history or no recorded misconduct. Findings indicate areas for investigation rather than certainty about future behavior.

How are the relevant risk areas selected?

The role’s responsibilities, access and authority guide the selection of risk domains. For example, handling payments, accessing sensitive data and supervising employees involve different types of exposure.

What does a high risk result mean?

It indicates response patterns that raise concerns in one or more assessed areas. The report explains the findings and provides questions for further investigation. The hiring decision remains with your organization, taking account of all relevant information.

Can we combine integrity assessment with role fit assessment?

Yes. HR Risk can be used independently or combined with HR Fit to examine integrity and behavioral risk alongside cognitive abilities, personality and motivation.

Protect What Your Business Has Built.

Every hire brings someone closer to your money, information, customers and operations. Adam Milo gives your decision makers critical insight into integrity and behavioral risk, so they can investigate concerns, choose lower-risk candidates and protect your organization’s interests.

Global Standards Compliance

Our commitment to ethical practices is unwavering:

Adherence to rigorous global standards EEOC, GDPR, ISO 27001, and ISO 9001, ensuring fairness, data privacy, and adherence to best practices.
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Proactive Regulatory Monitoring We continuously monitor evolving laws and regulations to provide our clients with the most up-to-date practical guidance.

Risk Assassment