The Amazing Apollo Profile

This free webinar will be facilitated by Mr. Jim Bowden, the developer of the Apollo Profile. The session will be interactive (provided attendees kit themselves out with headphones and a mic!) and Jim will present numerous interesting case studies.

The webinar will cover the following:

• Introduction: The Amazing Apollo Profile- can transform Recruitment, Staff Development, and Organisation Performance –Client example
• Apollo Questionnaire – valid/reliable/comprehensive
• Why is Apollo amazing? Apollo Advantages
• Using and interpreting of Apollo reports with anecdotes
• Recruitment – Accurate, easy, low cost – Case Study using Apollo Best Match in China for filtering 12,000 applicants for 40 Graduate level jobs
• Training and Development – Unique Apollo report PLUS downloadable solutions. Convenient, low cost, motivating
• Organisation Development. Benchmarking: Can analyse and identify current corporate strengths and weaknesses – then create high performing models/culture, identify engagement issues – case studies
• Customising: Develop models that work specifically for your organisation. If your organisation is serious about leadership through people.
• Integrate everything together with flexible multi-purpose Internet Online solutions. Use your own competencies frameworks and vocabulary – examples
• Special Offer – have to listen to Webinar to find out!

Date: Monday, May 17, 2010

 Time: 12:30 PM – 1:30 PM SGT

 After registering you will receive a confirmation email containing information about joining the Webinar.

System Requirements

PC-based attendees
Required: Windows® 7, Vista, XP, 2003 Server or 2000

Macintosh®-based attendees
Required: Mac OS® X 10.4.11 (Tiger®) or newer

Space is limited.
Reserve your Webinar seat now at:
https://www1.gotomeeting.com/register/522465752

The use of unproctored internet-based testing (UIT) for employee selection is quite widespread. Although this mode of testing has advantages over onsite testing, researchers and practitioners continue to be concerned about potential malfeasance (e.g., cheating and response distortion) under high-stakes conditions. Therefore, the primary objective of the present study was to investigate the magnitude and extent of high- and low-stakes retest effects on the scores of a UIT speeded cognitive ability test and two UIT personality measures. These data permitted inferences about the magnitude and extent of malfeasant responding. The study objectives were accomplished by implementing two within-subjects design studies ( Study 1N=296; Study 2N=318) in which test takers first completed the tests as job applicants (high-stakes) or incumbents (low-stakes) then as research participants (low-stakes). For the speeded cognitive ability measure, the pattern of test score differences was more consonant with a psychometric practice effect than a malfeasance explanation. This result is likely due to the speeded nature of the test. And for the UIT personality measures, the pattern of higher high-stakes scores compared with lower low-stakes scores is similar to those reported for proctored tests in the extant literature. Thus, our results indicate that the use of a UIT administration does not uniquely threaten personality measures in terms of elevated scores under high-stakes testing that are higher than those observed for proctored tests in the extant literature.

 Sourced from: Latest Issue of International Journal of Selection and Assessment