Abstract
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.
Original language | English (US) |
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Pages (from-to) | 1-10 |
Number of pages | 10 |
Journal | International Journal of Selection and Assessment |
Volume | 19 |
Issue number | 1 |
DOIs | |
State | Published - Mar 2011 |
ASJC Scopus subject areas
- General Business, Management and Accounting
- Applied Psychology
- General Psychology
- Strategy and Management
- Management of Technology and Innovation