Recovering the Scientist–Practitioner Model: How IOs Should Respond to Unproctored Internet Testing

Beaty, James C.; Dawson, Craig R.; Fallaw, Sarah S.; Kantrowitz, Tracy

doi:10.1111/j.1754-9434.2008.01109.x

Cited by 13 publications

(9 citation statements)

References 12 publications

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“…Bauer et al (2011) suggested that technological advances in the medium of assessment administration may impact reactions of opportunity to perform. For example, Beaty, Dawson, Fallaw, and Kantrowitz (2009) reported favorable opportunity to perform reactions associated with internet CBT due to the flexibility of choosing a testing location and time. Similarly, Konradt et al (2013) examined applicant reactions to a Web-based selection process and found that opportunity to perform ultimately influenced a candidate's desire to work for the hiring organization.…”

Section: Opportunity To Perform and Media-rich Assessmentsmentioning

confidence: 99%

Examining Applicant Reactions to Different Media Types in Character‐based Simulations for Employee Selection

Bruk‐Lee

Lanz

Drew

et al. 2016

Int J Selection Assessment

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While the influence of technology and medium of assessment administration on applicant reactions has been a topic for recent discussion, scant research has considered reactions to various forms of media types in employee character‐based simulations. In a series of two studies, we focused on the influence of various media types on a variety of applicant reaction criteria. In Study 1, we explored (1) differences in procedural justice perceptions and company impressions between a text and 3D animated simulation, (2) spillover mechanisms by which applicant reactions influences company perceptions, and (3) the influence of media richness on perceptions of other assessments types within a battery. In a second study, we focused on applicant reactions to and rankings of three media types (i.e., 2D animation, 3D animation, and live‐action video) in a character‐based simulation. Our results indicated support for a mediated effect of procedural justice rules on company perceptions. Across studies, favorable reaction ratings and rankings for 3D animation and live‐action video were found.

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Section: Opportunity To Perform and Media-rich Assessmentsmentioning

confidence: 99%

Examining Applicant Reactions to Different Media Types in Character‐based Simulations for Employee Selection

Bruk‐Lee

Lanz

Drew

et al. 2016

Int J Selection Assessment

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“…That is, how does the validity of UIT stack up against both predictive and concurrent studies conducted onsite? Despite adopting UIT best practices such as detailed administration instructions to applicants, single use URLs, single point of entry to selection process and warnings of identity checks, and confirmation tests (cf., Beaty Dawson, Fallaw, & Kantrowitz 2009), the reality is that a number of variables could affect the validity of selection tests when a test proctor and typically more standardized testing conditions are removed. The current study uses an empirical database of criterion-related validity research representing operational, preemployment testing programs where best practices in UIT were largely followed.…”

Section: Introductionmentioning

confidence: 99%

Proctored Versus Unproctored Internet Tests: Are unproctored noncognitive tests as predictive of job performance?

Beaty¹,

Nye

Borneman

et al. 2011

International Journal of Selection and Assessment

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As the usage of unproctored Internet testing (UIT) increases in selection settings, concerns about the validity of such practices must be addressed. While recent examinations of the issue have focused primarily on the practicality, ethics, and potential legal ramifications of UIT, this paper provides an examination of the criterion-related validity of unproctored assessments. Using a database of validity evidence, we examine the predictive validity of several noncognitive assessments (i.e., personality and biodata) with respect to a number of subjective and objective job performance metrics. Results generally indicate that assessments administered in proctored and unproctored settings have similar validities. Limitations of this research and implications for practice are discussed.

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“…We have already defined many of the important questions that need to be answered. Researchers like Beaty et al (2009) have defined their research agendas. Now, scientists and practitioners must execute careful research to provide answers and direction.…”

Section: Discussionmentioning

confidence: 99%

“…Concepts such as validity, reliability, and bias are still relevant and must be evaluated. Whether current guidelines need to be amended to explicitly state expectations regarding the standards for UIT as Beaty, Dawson, Fallaw, and Kantrowitz (2009) suggest is debatable; the expectation is not.…”

Section: Important Pointsmentioning

confidence: 99%

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Where Is the Unproctored Internet Testing Train Headed Now?

Tippins¹

2009

Ind. organ. psychol.

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So, where is unproctored Internet testing (UIT) now? What has happened since 2006? Is the train stalled right outside the station, waiting on answers? Is it lurching forward, making slow but sure progress? Or, is it simply chugging in circles? The original focal article (Tippins, 2009) and the 13 subsequent commentaries are not comprehensive summaries of all the research and thought about UIT and can hardly be considered definitive as a collective body of work. In total, these articles probably do not convince many of the doubters. However, the articles collectively highlight the critical issues faced in UIT, suggest new ideas, and give guidance for the future, indicating the UIT train is at least moving. In this concluding article of the UIT series, I try to summarize where I believe we are in 2009 in terms of the important points that must be taken into consideration when contemplating UIT and emerging questions that industrial and organizational (I–O) psychologists must answer.

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Recovering the Scientist–Practitioner Model: How IOs Should Respond to Unproctored Internet Testing

Cited by 13 publications

References 12 publications

Examining Applicant Reactions to Different Media Types in Character‐based Simulations for Employee Selection

Examining Applicant Reactions to Different Media Types in Character‐based Simulations for Employee Selection

Proctored Versus Unproctored Internet Tests: Are unproctored noncognitive tests as predictive of job performance?

Where Is the Unproctored Internet Testing Train Headed Now?

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