THE METHODOLOGY

Built on decades of hiring research.

THE TL;DR SUMMARY

Behavioral assessments that measure things like accountability, reliability, and rule-following have been studied extensively in peer-reviewed research. The consistent finding: they predict how people actually perform at work — more accurately than unstructured interviews, and without requiring a 206-question test or a certified administrator. Morum is built on that research base, in a format designed for how hiring actually works today.

ACADEMIC FOUNDATIONS

Key literature validating our approach

Schmidt & Hunter (1998)

Meta-Analysis

A meta-analysis of 85 years of hiring research. Behavioral integrity constructs predict job performance at r = .41. Combined with cognitive ability, produces the highest predictive validity of any two-method combination tested — multiple R of .65.

Schmidt, F.L. & Hunter, J.E. (1998). Psychological Bulletin, 124(2), 262–274.Semantic Scholar

Ones, Viswesvaran & Schmidt (1993)

570k+ Candidates

665 validity coefficients. 576,460 data points. The construct family Morum measures predicts theft, absenteeism, disciplinary problems, and rule violations — across industries, job types, and organizational sizes.

Ones, D.S., Viswesvaran, C., & Schmidt, F.L. (1993). Journal of Applied Psychology, 78(4), 679–703.Experts@Minnesota

Sackett, Zhang, Berry & Lievens (2022)

Modern Reanalysis

The most methodologically conservative estimate available. After correcting for prior overcorrection, behavioral integrity constructs hold at operational validity .31 — above unstructured interviews (.19), on par with biodata (.38).

Sackett, P.R., Zhang, C., Berry, C.M., & Lievens, F. (2022). Journal of Applied Psychology, 107(11), 2040–2068.PubMed SIOP summary

DIMENSIONS

Predictive construct mapping.

Each construct maps to a documented failure mode — not a personality type, not a clinical profile. A behavioral tendency.

Accountability Orientation

Predicts blame attribution, error concealment, and downstream project failure.

Interpersonal Reliability

Predicts coordination failures, commitment-breaking under competing demands, and inconsistent follow-through.

Resource Stewardship

Predicts time theft, expense misuse, and misappropriation of organizational resources.

Rule Adherence

Predicts policy violations, safety incidents, and procedural non-compliance.

Pressure Response

Predicts ethical compromise under deadline, authority, and financial pressure.

THE ASSESSMENT FORMAT

Situational Forced-Choice

Morum uses a situational forced-choice format — candidates choose between realistic workplace scenarios rather than rating themselves on personality traits.

This is more resistant to faking. It measures behavioral judgment directly.

25 scored items. Approximately 10–15 minutes.

COMPLIANCE & ETHICS

Fairness & Equitability

No norming

No within-group norming adjusts candidate scores based on protected characteristics.

Adverse Impact

Adverse impact monitoring built in to evaluate selection rates across pools.

EEOC & UGESP

Fully aligned with Uniform Guidelines on Employee Selection Procedures.

Not clinical

Not a clinical instrument or medical examination under EEOC ADA definitions.

REGULATORY BOUNDS

What Morum is not

Morum is not an integrity test. It does not detect deception, verify truthfulness, or render diagnostic opinions about any individual. It is a behavioral judgment assessment measuring work-related competencies in a situational format.