Internet-based Psychometric Testing: Is it a good idea to use unproctored tests?
PsyAsia Live at SIOP: PsyAsia’s consultants are currently attending the SIOP Conference in Chicago and posting brief summaries of the most interesting talks they attend. Here is one of them!
The start to this presentation was interesting as the presenter pointed out how online psychometric testing was like a train that had left the station and we as psychologists were playing catch up. That’s very true, especially in the case of unproctored (unsupervised) testing. There was a push from industry to provide unsupervised tests. Some test publishers pushed ahead and only considered the ramifications later, others held back and only allowed their tests to go online and unproctored once they had seen what happened to others. In addition, there have of course been new publishers since the dawn of online testing and these guys have had the benefit of being able to develop their tests with internet assessment in mind.
The presentation focussed more on ability tests and the issue of cheating. A psychologist from Cox pointed out that their policy is to trust applicants even at the early stages given that they have a culture of trust within the organization. So, the question is, are they right in being so trusting or can candidates cheat tests in some way. Another panellist pointed out that if cheating was occurring there should theoretically be different score distributions for the cheaters versus the non-cheaters and in fact in his research he was not able to find any significantly different score distributions. From the evidence presented it did appear that as a whole, candidates do take the assessment processes seriously and do provide accurate data.
However, one does need to keep in mind that the results were based on research with a number of groups of individuals and that in critical roles, if just one person cheats and the decision-maker is unaware of this, there will be negative implications. Research is showing us that cheating is not a worrisome issue with unproctored tests and that is good news. Yet what about that one person, once in a while, who asks somebody else to complete his online aptitude test on his behalf? If this person makes it through the remainder of the recruitment process, one can expect problems later. This of course is costly for the organization.
The best approach then is perhaps to take comfort in the fact that most candidates appear to be honest in the unproctored psychometric testing process, whilst keeping in mind that the odd person may make it through whilst being dishonest and undetected. As per the guidelines of the International Test Commission, it is therefore still a useful policy to re-test any candidate with a supervised, parallel form of the same test at the final stages of the recruitment/selection process.
All of PsyAsia’s aptitude tests and some of our personality assessments have different versions for unproctored and proctored assessment. To view our Psychometric Tests, click here.
Cutting Edge #Psychometrics, #HRM & Organizational Psychology – PsyAsia Live at SIOP 2011 Chicago
PsyAsia at SIOP
PsyAsia International will be at the SIOP annual conference in the USA next week. This year the conference will be held in Chicago from 14-16 April. Over the years, the SIOP conference has proven beyond a doubt to be the best conference that we attend and the one that we most look forward to. There is a great mix of theory and practice, excellent keynotes, and some of the world’s most talented and leading figures in our industry present there.
The SIOP Conference
SIOP stands for Society for Industrial and Organizational Psychology. Our director is a full member and a reviewer for the conference. Each year we see presentations related to psychometrics (e.g., the use of global norm groups), psychometric testing best practice (e.g., the development of revised guidelines for the use of psychometric tests in the workplace), Human Resource Management (e.g., how to effectively manage mergers and acquisitions or how to develop talented leaders) and research and practice in Organizational Psychology (e.g., masterclasses on statistics or the use of 360 performance appraisal in international settings). When we attend some other conferences, we sometimes find we need to try to fill time between presentations we want to attend. Not at SIOP. Here, our biggest problem is that we can’t be in two places at once. There are so many interesting and relevant talks going on that from 8am to 4pm we’re flat out running between them!
PsyAsia Live At SIOP – Alerts and Summaries
In between all this running around, PsyAsia Psychologists will be twittering and writing brief blog updates for our PSYASIA LIVE AT SIOP facility. After attending presentations, we’ll provide a brief summary for our clients back in Asia so that they remain informed of the latest scientifically validated and peer-reviewed developments in this field. The frequency of posts will vary depending upon which of our media routes you are subscribed to. Twitter will be the most frequently updated but contain very short updates, at times with links to longer articles. Like us on Facebook to have similar updates appear on your facebook page. Our blogs at PsyAsia.com and PsychometricAssessment.com will contain longer summaries of presentations. Those subscribed to our Psychometric Assessment Blog updates will receive an email with a link to all summaries in their usual weekly update email. To subscribe to that list, go here. We may also manage to upload a brief video or two to our YouTube Chanel. So, feel free to subcribe to any of these media outlets and then sit back and enjoy PsyAsia Live at SIOP – we know we will!
What is I-O Psychology?
According to SIOP:
Industrial-organizational (I-O) psychology is the scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance.
PsyAsia International and I-O Psychology
PsyAsia International has been offering I-O Psychology services, training and consulting in Asia from main offices in Hong Kong and Singapore (and feeder offices in Malaysia, Pakistan and the UK) for almost 10 years. Our consultants are registered psychologists and members of international psychology associations, such as the American, British and Australian Psychological Societies. The influence of I-O Psychology is steadily growing in Asia as people (especially the Human Resources Profession) begin to understand the remarkable benefits and the scientific focus of this profession. PsyAsia International has been passionate and proactive in increasing the relevance and knowledge of I-O Psychology in Asia since our inception and to this end we act as supervisors to intern psychologists from Asian and Australian universities and have various programs to enhance knowledge and understanding of the profession. As Psychologists we are answerable to Professional Practice Registration Boards in terms of our competence and ethics. This is unique in the HR Profession where many who call themselves consultants have no need to ensure continued development, ethical practices and competence! This protects our clients and ensures tangible results from seasoned professionals with passion for their subject area.
View our Psychometric Tests, Human Resource Training Courses, Business Psychology Consulting Services and Online Training in Psychometrics and HRM
Psychometric Testing Webinar: Saville Consulting Wave Personality Assessment
In this complimentary webinar, PsyAsia International’s registered business psychologist will review aspects of the Saville Consulting Wave. The Wave is the 21st Century’s Revolution in Personality Assessment. It was developed by the best known name in modern Psychometrics, Professor Peter Saville. Independent, comparative research has shown that the validity of the Wave surpasses that usually expected of personality tests and that the tool beats its competitors in predicting performance and leadership at work. In fact, Wave has been so influential that its nearest rival felt the need to revisit their own personality test and to use the term revolution too in their update. However, it turned out to be a revamping rather than a revolution!! So, what makes the Wave such a fantastic tool. Why has Saville Consulting grown so fast over the past few years from nothing to representation in over 60 countries and a move to a larger office to house their growing team?
This webinar will take attendees through the revolutionary characteristics of the Wave in an accessible way. You’ll also get to see the validity study results. After attending the webinar, you’ll understand why the Saville Consulting Wave has been so well received and why it has changed the status quo in psychometric personality testing that has existed since the 1980s.
The complimentary webinar is open to all HR and related professionals in Asia who provide truthful data and a corporate email address when registering. It is not open to competitors. The webinar runs on 26 April 2011 at 12pm Singapore/Hong Kong time.
To register, please visit http://webinars.psyasia.com
More on the Saville Consulting Wave Psychometric Personality Assessment
Apollo Select Candidate Assessment & Tracking System – Special Offer Psychometric Personality Test
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Apollo Select Apollo Select assists HR staff in tracking applicants through the selection process. You choose competencies and apply weightings. The system is customisable to your own competencies. Your candidate completes the Apollo Psychometric Personality Test and you can view overall matching and ranking for each of your candidates easily. View the 4 minute demonstration video here.
For a limited time we are trialling a subscription model for Apollo Select. US$99 per month Additional offer… for the next 2 weeks only… Apollo Select usually sells for thousands of US dollars! For a trial period however, we are making this invaluable tool available on a subscription basis to our Asia and Middle East clients. Note that if and when we remove the option of a subscription package, clients who are at that time subscribed will be able to continue to enjoy Apollo Select under subscription. New clients and those who cancelled their subscription will need to purchase Apollo Select at the market rate at that time. Note that the subscription is for the special Select System. Clients still need to pay on a per candidate basis for the Apollo Profile
The Apollo Profile is an Online Personality Assessment that compares candidates to those rated as excellent in various occupational groups from sales to executive management. It was developed by Psychometrician and Head of Psychology Department at Bond University, Professor Richard Hicks, and management consultant, Jim Bowden. Apollo is used by many leading organisations, including KPMG, Hudson, Chanel, Ford, Air New Zealand, DBS Bank, Philips Electronics and more. View a selection of different Apollo reports here. |
Psychometric Test Evaluation for Human Resources Staff: Video
This is a 5-minute video preview of a 1-hour webinar for Human Resources staff which introduces the topic of how to evaluate psychometric tests properly. Copyright is owned by PsyAsia International http://www.psyasia.com and the full version is available at http://www.psychometricassessment.com/training. View future webinars live at http://webinars.psyasia.com.
Psychometric Test Training Courses – Free Webinars – Online Training in Psychometrics & Personality Testing and more!
Psychometric Test Training Courses – Free Webinars – Online Training in Psychometrics – Online Personality Tests and more!
PsyAsia’s Latest News: http://us1.campaign-archive2.com/?u=f0a168d30c573e63f31f4b7a4&id=f2da63ddbe
Using #Psychometric Tests to predict counterproductive work behaviour
Personality and counterproductive work behaviour
Using conservation of resources theory to narrow the profile of deviant employees.
We leverage conservation of resources (COR) theory to explain how conscientiousness and emotional stability (ES) are associated with resource management strategies that may reflect instrumentally driven counterproductive work behaviour (CWB). Specifically, we investigated how the relationship between conscientiousness and CWB varies as a function of the level of available personal (i.e., ES) and organizationally provided (i.e., experienced job constraints) resources. Results from two surveys administered 4 weeks apart to US employees indicate that the negative relationship between conscientiousness and CWB is positive among employees who are low in ES.
Authors: Lisa M. Penney, Emily M. Hunter, Sara J. Perry
Journal: Journal of Occupational and Organizational Psychology, Volume 84, Issue 1, pages 58–77, March 2011.
Link to Abstract & Artcile: http://onlinelibrary.wiley.com/doi/10.1111/j.2044-8325.2010.02007.x/abstract
This abstract can be found at PsyAsia International’s HRM and Work Psychology/Psychometrics Articles feed at http://www.psyasia.com/hrm_resources.php. PsyAsia offers numerous journal feeds all in one place making it easy to view and navigate the most cutting-edge research in organisational psychology, psychometric testing and HRM.
Journals/feeds listed include the following and we can add more upon your request!
Human Resource Management Journal
HRM Journal
International Journal of HRM
Asia-Pacific Journal of Human Resources
Personnel Review
Cross-Cultural Management
Developing & Learning in Organizations
Job Analsysis Knowledgebase
Feeds from PsychometricAssessment.com
Personnel Psychology
International Journal of Selection & Assessment
Journal of Cross-Cultural Psychology
Journal of Occupational & Organizational Psychology
Psychological Assessment
PsycPORT by APA
Journal of Personality & Social Psychology
Personality at Work Knowledgebase
Informed Psychometrics Knowledgebase
Proctored Versus Unproctored Internet Psychometric 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 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.
View full article here: http://www.ingentaconnect.com/content/bpl/ijsa/2011/00000019/00000001/art00001
This abstract can be found at PsyAsia International’s HRM and Work Psychology/Psychometrics Articles feed at http://www.psyasia.com/hrm_resources.php.
Complimentary Psychometrics Webinar: Questions HR should and should not ask when “evaluating” Psychometric Tests
PsyAsia International invites you to a complimentary webinar that will cover the questions HR Professionals should and should not ask when evaluating psychometric tests. The facilitator will show you the materials referred to in the questions that you need to ask and show you how to evaluate a test distributor’s response.
This free webinar is open to all HR and related professionals based in Asia. It is not open to competitors.
You’ll go away knowing the top-5 questions to ask when evaluating a psychometric test and how to evaluate those responses at a basic level. You’ll also find out what questions are frequently asked but really should have no bearing in test choice. There will be ample time for participant questions.
REGISTER HERE: http://www.psyasia.com/hr_seminars.php
Work Performance, Sleep, Circadian Rhythms, Safety & #Human Resources Advice
It’s not news that fatigued workers perform less well and are less safe on the job. However, according to the Monitor on Psychology (January 2011), it is more difficult than we think to adjust to shift work or lack of sleep.
This is a pertinent issue. With the demands of the modern workplace, more and more workers play hard after work and sleep less. The lack of sleep not only results in eye bags and wrinkles, but makes the body less effective at reducing toxins and more susceptible to illness and disease. This is true for all regular day workers. For night workers, the dangers are multiplied because they are forcing their body’s circadian rhythm to change. It’s possible to have the circadian rhythm gradually adjust and realign, but for many shift workers, their hours are irregular.
For example, many hotel staff will work overnight one day and then work a day shift the next. The body never has time to realign its rhythm.
Human Resources staff need to take this issue seriously when planning and training because it can lead to safety issues in addition to increased absenteeism, poor moods at work and lower overall performance. There are no permanently effective solutions to this issue, but the following research backed advice may assist:
1. Try to have staff work regular night shifts and educate them as to the importance of trying to keep their circadian rhythms in their adjusted state. They can do this by spending their day off on the same time episodes as their night shift days. This however may not be sellable to the employee who perhaps wants to spend time with friends or go out shopping.
2. For non-shift staff, ensure they understand the effects of not sleeping enough. It impacts on everybody at work due to mood, motivation and performance deficits. Try to make their work more interesting and fun so that they look forward to it each night and thus don’t feel they need to use up every minute of spare time having fun rather than sleeping.
Written and Published by PsyAsia International’s Psychometric Tests and HRM News Team
