Two-step testing in employee selection: is score inflation a problem?

Citation

(2008), "Two-step testing in employee selection: is score inflation a problem?", Human Resource Management International Digest, Vol. 16 No. 7. https://doi.org/10.1108/hrmid.2008.04416gad.006

Two-step testing in employee selection: is score inflation a problem?

Article Type: Abstracts From: Human Resource Management International Digest, Volume 16, Issue 7

Nye C.D., , Do B.-R., , Drasgow F. and , Fine S. International Journal of Selection & Assessment (UK), June 2008, Vol. 16 No. 2, Start page: 112, No. of pages: 9

Purpose – highlights suspicions that internet recruitment tests allow applicants large opportunity for cheating. Investigates if two-step testing (an unsupervised internet test followed up by a supervised test in the offices of an employer) will reduce the incidence of cheating. Design/methodology/approach – studies the tests taken by a sample of 856 European job applicants who were applying for a position as customer service agents with a large international call centre – the tests being made up of an unsupervised test, a telephone interview, another unsupervised test and then a supervised test at the organization’s offices and a selection interview – the number of applicants being whittled down at each stage. Examines the scores of those who took both the unsupervised and supervised tests, analysing them to identify if there were any signs of cheating in the unsupervised test. Findings – reports that there was no indication that candidates had cheated in the unsupervised test and concludes that two-step testing deters cheating. Research limitations/ implications – describes the research methods and the analysis. Originality/value – tests a method of reducing cheating in internet-based recruitment tests .ISSN: 0965-075X Reference: 37AM541

Keywords: Selection, Tests and testing, Internet, Fraud