It has been argued that applicants who have the ability to identify what kind of behavior is evaluated positively in a personnel selection situation can use this information to adapt their behavior accordingly. Although this idea has been tested for assessment centers and structured interviews, it has not been studied with regard to integrity tests (or other personality tests). Therefore, the present study tested whether candidates' ability to identify evaluation criteria (ATIC) correlates with their integrity test scores. Candidates were tested in an application training setting (N = 92). The results supported the idea that ATIC also plays an important role for integrity tests. New directions for future research are suggested based on this finding.