Views, Issues and Risks: Towards a Guide for Effective Practice
Introduction Here’s the nub of the matter in hand within this article: “….applicants were born to lie and all high stakes assessments are likely to elicit deception” (Dilchert, Ones, Viswesvaran and Deller, (2006) cited in Peterson, et al. (2011)).
There – I thought that would get your attention! Particularly if, like many others you have considered using ability testing at a distance via internet mediated technologies in selection. There is clearly a lot of demand for effective tools in this area of testing. Younger, (2008) notes that 100 percent of Fortune 500 employers offer an online process for recruitment. Arthur et al (2011) and Tippins et al (2006) both cite the recognised benefits of using remote internet testing; speed of process with reduced application to hire times, convenience for the respondent in taking the test at a time and place of their choosing, the ‘long reach’ of the method being able to access applicants anywhere without the traditional travel costs, and reduced cost generally, amongst other cited benefits. But these benefits come with potential risks as indicated above.
Continue reading Using Unsupervised Internet Based Ability Testing
The Behavioural Interview Report provides structured behavioural interview questions to attempt to elicit information about a respondent’s past behaviour. Such a technique is based on the premise that past behaviour is seen as the best predictor of future behaviour. Interviewees’ responses are generally considered reliable because they are based on what they actually did, as opposed to offering opinions or hypothetical responses.
Continue reading 15FQ+ Behavioural Interview Report Released
We have today released a new simplified version of the 360 Standard report. This will be included in the 360 Standard Set and is available in both anonymised and rater named versions. A sample is available Here.
Continue reading New Simplified 360 Standard Report
The new GeneSys Online system has this week been rolled out across Italy together with a full Italian interface, tests, localised norms and reports, with thanks to Fabio Biancalani (Psyjob.IT) our Italian partner.
Continue reading New GeneSys Online Rolls Out To Italy
Please Note: The report sets below are correct as of UK launch date 09/04/2013. These cover the default Report Sets within The new Psytech GeneSys Online System. Credit prices may vary depending on regions. Report Set contents may vary between regions and is dependent on language availability. Please check with your local Psytech Distribution Partner for further details.
Continue reading Report Sets – Contents, Credit Pricing & Sample Reports
Building your own norms for psychometric tests is like assembling kit set furniture: it’s not hard, but if you don’t stick to the instructions you can end up in a right mess. This article explains the most important guidelines for building robust norms that give more meaning to test scores.
Why Custom Norms?
Generic norms are fine when you only need to (a) rank-order candidates, or (b) have an idea of where a candidate sits in a general population. But do you really have a clear picture of what that generic group looks like? And hence what test scores are really telling you about behaviour? You’re probably far more familiar with people in your own organisation or industry. Wouldn’t it be nice to know where a candidate sits relative to that group – a group that you know well? It could give you a much clearer and more concrete idea of how the candidate might behave and what they might be capable of. This is where specialised, custom norms come in.
Continue reading Custom Norms: Getting it Right
Psytech is developing a wide variety of solutions designed to assist organisations hire, develop and retain their staff.
The new solutions range of products remove some of the barriers that prevent many HR professionals and decision makers from using psychometric assessments:
- They allow decision makers access to assessments without the need for extensive training in psychological testing principles.
- They reduce the workload of having to conduct a job analysis, identify the appropriate tests and interpret the results in light of the job requirements.
- They cater to specific assessment needs and provide practical and easy to use reports.
- They have been constructed using a valid and reliable library of Psychometric tests.
- They offer users the flexibility of online unsupervised administration.
- They can be easily customised to client specific needs.
Continue reading Psytech Solutions
Psytech Genesys Introduction Unit-1
[All information in this blog post is available for download from the link above.]
Accounts & Account Structures
In previous versions of Psytech GeneSys accounts were treated as single elements within the system. This means that one account would contain only one user. The system was linear meaning that users would move from creating sessions, to adding and testing respondents in those sessions, to generating reports from those respondents.
Continue reading An Introduction to the New Psytech GeneSys Online
Supervised Online Testing – A Way To Reduce Faking?
An international between-subject study by Matthias Stadler & Psytech International
Online testing is used more and more in personnel selection. However, research has only just begun to explore the possible gains and risks from taking psychometric tests out of standardized settings. Tippins et al. (2006) mention several unresolved issues regarding unproctored internet testing, especially in high-stakes situations. Beaty et al. (2011) criticized that especially the possible effect of the higher anonymity of unproctored online testing on the validity of psychometric testing have not been investigated much so far.
To augment this sparse body of knowledge, we report data on both Chinese and European applicants and investigate the effect of increased supervision on the personality scores of high-stakes applicants. It is assumed, that a higher degree of supervision will lead to a less stereotypical score on both the most relevant personality traits and the fake-good scales (Mahar et al., 2006) but will not effect the social desirability scores.
Continue reading Supervised Online Testing – A Way To Reduce Faking?