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

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 provide...

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Bibliographic Details
Published in:International journal of selection and assessment 2011-03, Vol.19 (1), p.1-10
Main Authors: Beaty, James C., Nye, Christopher D., Borneman, Matthew J., Kantrowitz, Tracy M., Drasgow, Fritz, Grauer, Eyal
Format: Article
Language:English
Subjects:
CAI
Computer assisted instruction
Human resource management
Internet
Studies
Testing
Validity
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Summary: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.
ISSN:0965-075X
1468-2389
DOI:10.1111/j.1468-2389.2011.00529.x