"We've had a lot of trouble with employee theft at my company. Our employees are responsible for stocking expensive computer equipment, and our stores have experienced an increasing amount of inventory

'shrinkage' that we attribute to employee theft. However, we'd like to avoid using standardized integrity tests. Is there a way to get at integrity issues using an interview?"

You can design an interview to gather predictive information about almost any on-the-job behavior. If you wanted to conduct a situational interview, you could develop behavioral dilemmas that reflect on-the-job situations ("Suppose you learned that a coworker was taking computer equipment off site during her lunch break. What would you do?"). Or you could ask applicants how they handled similar situations in the past ("Tell me about a time when you learned that someone you knew was doing something unethical or illegal.

How did you handle that situation?")