Category: Assessment

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Can Proctored Internet-Based Selection Tests Really Stop Cheating?

Organizations are starting to use proctored internet testing to decrease cheating on their pre-employment tests. It seems like a great idea – you can monitor applicants while they’re testing and it’s pretty hard for them to cheat. However, a new study shows why you might want to be cautious about using proctored internet tests in your organization.

Welcome to the Future: Investigating Mobile Devices as Assessment Platforms

In the past, the advent of greater access to computers and the Internet inexorably changed the methods by which organizations recruited talent, and also the way in which possible hopefuls searched for and applied to these organizations. A new study suggests that assessment via mobile phone could be the wave of the near future.

How to Increase Your Productivity: Setting Priorities

Everyone wants to be more productive, but no one has a time machine. When there aren’t enough hours in the day to do everything, how do you set priorities, so that you can increase your productivity without the quality of your work or life suffering? Could it be as simple as a new assessment that helps identify the low value tasks you perform every day?

Selection Tests and Job Performance

Does a candidate’s feelings about a company’s selection testing process affect their job performance, if hired? According to a new study, the answer to this question is: Yes. Does that mean you need to redesign your selection tests? Probably not. However, there are factors to be aware of when developing or administering a selection test.

Ask Me Online: Benefits of a Web-Based Reference Check Process

You want to hire the best. To get superior employees, your company does its homework on each potential candidate. Unfortunately, calling references isn’t that effective. Phone conversations just don’t provide accurate, consistent data. How can you improve the process? A new survey designed by Cynthia Hedricks and her colleagues may be a step forward in solving the professional reference problem.

When Reading Research Leads to a Brain Full of “What?!” (IO Psychology)

In this recent study, Honkaniemi et al. (2013) set out of explore whether a job applicant’s personality type is associated with his/her reactions – including perceptions of fairness and face validity – to the selection process. Results question whether personality types should be included in models and analyses investigating applicant reactions.

What are those emerging markets thinking? (IO Psychology)

Topic: Selection, Assessment Publication: International Journal of Selection and Assessment (JUN 2012) Article: Cross-cultural Examination of Applicant Reactions to Selection Methods: United States and Vietnam Authors: Hoang, T.G., Truxillo, D.M., Erdogan, B., and Bauer, T.N. Reviewer: Neil Morelli Over the past several years I-O psychologists have become more interested in