This book examines the types of web-based testing applications that exist, their technical requirements, and their acceptability and use in various countries.
The use of technology for workplace and occupational testing blossomed in the early years of this century. This book offers a demonstration that the first generation of these technologies have now been implemented long enough to observe the patterns and issues that emerge when these approaches evolve through technical advancement and successive application. A new set of issues and opportunities has emerged and the next generation of these applications is now coming of age. This book reflects on the last few decades of this evolutionary process from a vantage point of global experience across a wide range of workplace applications, including employment selection, development, and occupational certification. The themes and issues that arise as this broad treatment unfolds provide an essential foundation for students, researchers, and professionals who are involved with the assessment of human capability and potential in organizational and workplace contexts
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This book examines the types of web-based testing applications that exist, their technical requirements, and their use in various countries.
| Notes on Contributors |
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vii | |
| Series Editors Foreword |
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xiii | |
| Preface |
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xv | |
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PART I COMMON ASSESSMENT METHODS DEPLOYED WITH INTERNET TECHNOLOGY |
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3 | (33) |
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2 Licensing and Certification |
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36 | (35) |
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PART II TECHNICAL FOUNDATIONS FOR INTERNET-BASED ASSESSMENT DELIVERY |
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3 Infrastructure to Support Technology-Enhanced Global Assessment |
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71 | (31) |
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4 Software Design, Development, and Implementation for Technology-Enhanced Assessments |
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102 | (37) |
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PART III ADVANCES, TRENDS, AND ISSUES |
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5 Changing Relationships within the Testing Ecosystem |
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139 | (32) |
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6 Security of Technology-Enhanced Assessments |
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171 | (22) |
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7 The Changing Landscape of Technology-Enhanced Test Administration |
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193 | (24) |
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8 Using Social Media for Assessment |
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217 | (22) |
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9 Technology-Driven Developments in Psychometrics |
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239 | (26) |
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10 Integration with Applicant Tracking and Management Systems |
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265 | (23) |
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11 The Gamification of Employee Selection Tools: An Exploration of Viability, Utility, and Future Directions |
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288 | (29) |
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PART IV GUIDELINES FOR PRACTICE AND FUTURE DIRECTIONS |
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12 Standards and Best Practices for Technology-Enhanced Assessments |
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317 | (33) |
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13 Ethical and Legal Concerns in Internet-Based Testing |
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350 | (25) |
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14 Recurring Themes in the Application of Technology-Enhanced Assessment |
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375 | (20) |
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| Index |
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395 | |
John Scott, Ph.D., is Chief Operating Officer and co-founder of APT Metrics. He is co-editor of an award-winning handbook, Handbook of Workplace Assessment: Evidence-based Practices for Selecting and Developing Organizational Talent (2010). He is also co-editor of The Human Resources Program-Evaluation Handbook (2003), and is co-author of Evaluating Human Resources Programs: A 6-Phase Approach for Optimizing Performance (2007). John is a Fellow of both SIOP and the American Psychological Association (APA), is the recipient of SIOP's Distinguished Service Award, and is editor of Industrial and Organizational Psychology: Perspectives on Science and Practice (IOP), SIOP's premier journal. Dave Bartram, Ph.D., was Chief Psychologist for CEB's Talent Management Labs. He was a Professor of Psychology in the Department of Psychology at the University of Hull. He is a Fellow of the British Psychological Society (BPS), the Ergonomics Society, the International Test commission (ITC), the Academy of Social Sciences, the Society for Industrial and Organizational Psychology (SIOP) and the International Association of Applied Psychology (IAAP). His awards include the BPS Award for Distinguished Contribution to Professional Psychology, the BPS Division of Occupational Psychology's Lifetime Achievement Award and the EFPA Robert Roe Award for Outstanding Contribution to Society. Doug Reynolds, Ph.D., is Senior Vice President and Chief Technology Officer at Development Dimensions International (DDI), where his departments develop and implement software-based assessment, testing, and learning products in Fortune 500 companies. His consulting work has recently focused on the deployment of Internetbased behavioral simulations used for executive and leadership evaluation. Doug Reynolds has also served as an expert witness regarding personnel selection practices, and he has published and presented frequently on topics related to the intersection of I-O psychology and technology. He recently co-edited the Handbook of Workplace Assessment: Evidence-based Practices for Selecting and Developing Organizational Talent (2010), and co-authored Online Recruiting and Selection: Innovations in Talent Acquisition (2009). Reynolds is a Past President of the Society for Industrial and Organizational Psychology (20122013).
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