High profile business failures resulting from white collar fraud have prompted calls for employers to identify potential offenders among internal and external job applicants. However, the success of any intervention is dependent on the availability of a reliabe and valid tool for this purpose. The question of whether employers can or should identify job applicants who are likely to engage in white collar fraud is thus addressed in several stages. First, the context within which these calls are being made is described. Next, the validity of different types of screening tools currently being used by employers is reviewed. Evidence about the stability and pervasiveness of personality traits assumed to typify people who are likely to engage in white collar fraud is also examined. The chapter concludes with a brief description of research being undertaken to develop a conceptual framework that can be used to address the limitations of existing research in this field, improve existing fraud reduction strategies and reduce the significant costs associated with these behaviours.