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