Readers have raised a number of issues about web-based assessment in the TJ Online Daily Digest.

I can only find short, cheap ‘quizzes’ on the net. Aren’t there any good tests?

The web offers many well-designed, seemingly credible but useless tests. However, most major L&D tests have online versions.

Where can I find tests on the net?

Major test publishers have online delivery areas offering their tests.

Organisations like Pan Testing (www.panpowered.com) license tests from a number of publishers. Its site offers more than 400 US and UK tests.

How do they work?

In most cases, all administration, scoring and interpretation are done online.

You buy tests, then enter test-taker details. The test-takers log on with a unique password and take the test on a secure website. Once they’ve taken the test, the system scores it and sends the report to whoever you want to receive it. Most systems have a dashboard where you can see individual’s progress.

Past this basic functionality, systems differ in a number of ways.

Where are the tests taken?

Paper and pencil tests are administered in exam-type conditions. That a test-taker could complete an assessment in an internet cafe filled some specialists with horror. In fact, you can deliver the tests anywhere: you can send the e-mail to your own computer so the candidate can take it there, for instance. Companies such as Prometric and Pan have set up professionally staffed online testing centres.

Do people cheat?

On the whole, tests used for L&D are less prone to cheating than recruitment tests, which is why perassessmentssonality and ‘soft skills’ tests went on to the web first. Ability tests are now going up because developments in item response theory and other areas allow you to administer tests that measure the same thing but contain different questions.

Are there benefits?

Yes. Research shows that online testing saves time. You can get results back in seconds and you don’t have to pay a candidate to come in to your offices. It saves money in travel costs and in the cost of marking and interpreting the scores.

Are there risks?

I’d highlight two. The first is the very well-designed web test that gives no information on how it was developed, what data was collected and its characteristics. If the company
won’t give this information, don’t use the test.

Second is that technology reduces human interaction. If you test someone, you owe them considered feedback, and web testing tempts us to skip this important element of the whole process.

Useful sites
www.shl.com has been at the forefront of technical developments in online assessment.
www.opp.uk has been developing its assessment site where you can administer popular L&D tests such as MBTI and 16PF.
www.panpowered.com contains a huge range of tests from the US and UK as well as expertise in building customised and large assessment programmes.
www.tmsdi.com offers a range of linked assessments popular in team development, with an excellent range of support material and reports.
www.hogrefe.co.uk offers a range of products in personality and development areas.
http://profilingforsuccess.com has been set up by Team Focus, a testing and consultancy company focused on L&D, to deliver online assessment solutions. It is well worth a look.
These are some of the sites I’ve found useful and would recommend, but there are many more.

Ian Florance is director of Only Connect and a consultant at the Psychometrics Centre, part of Cambridge University. He can be contacted on ian.florance@btinternet.com

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