Written by David Annunziata, SVP, Federal Solutions
Around the beginning of this century, innovators introduced technology that would change the way candidates for employment, development, credentialing, and promotion are assessed with the birth of testing via the internet – more specifically, unproctored internet testing or UIT. In the early years, adoption was slow even though it was evident that administering unproctored assessments over the internet was a much easier process versus the paper/pencil protocol that had been in place for decades.
As convenient and streamlined as unproctored testing can be, it may not be the best option for all organizations. So, how can you decide whether proctored or unproctored testing is best for the roles you will be looking to either fill or promote employees? And how do you design an effective strategy around your assessment approach?
What is the difference between unproctored vs proctored testing?
When you think of old school tests from your high school or college days with paper, pencil, and a teacher walking up and down the aisles of desks, that would fall under the category of proctored testing. Not pleasant memories for sure. While many instances of modern-day proctored testing take place on a computer instead, the main trademark is that it is a controlled setting that is being monitored by a designated administrator who is physically there on site. Unproctored testing is just the opposite – likely an electronic test that can be accessed at any time of day or night that is not actively monitored by a human. Sounds like it’s not much of a decision, right? Well, let’s see.
What are the benefits of unproctored testing?
Why is it that so many organizations prefer unproctored assessments? There are quite a few benefits that unproctored testing provides, such as:
- Ease of implementation: While developing content or choosing the right off-the-shelf content still requires the proper rigor to get it right, a major benefit of unproctored testing is that it can be set-up and implemented within your organization in a fairly streamlined and efficient manner.
- Ability to process high volumes of applications: Unproctored testing is usually available 24/7 and anywhere there is ample internet connectivity, meaning availability and access is high and makes it particularly advantageous to high volume programs in comparison to proctored testing.
- Lower overall cost: Considering that the process is highly automated and the need for human interventions is minimal, the cost of administration and delivery tends to be lower for unproctored assessment.
- Higher yield of qualified candidates vs. other delivery models: Given the reasons stated above, unproctored testing can produce a higher yield of qualified candidates versus other delivery methods that require more steps for the participant.
- Convenient for candidates: This factor encompasses everything above and caters to the fact that your candidates are busy people who have set aside time to apply to your organization. Unproctored testing allows them to theoretically test anywhere, anytime that is convenient for them.
Are there any concerns about using unproctored testing?
Like anything else, unproctored testing can have some shortcomings, and I would be remiss if I didn’t mention the most common concerns that I hear from clients and our professional colleagues in the field.
- First is the risk of proprietary content being visible to public audiences, which is also known as item exposure. It’s no secret that the level of oversight that you, as the organization, has is different for unproctored testing when compared to a proctored setting in a controlled environment. While this is a valid concern, there are a number of ways to minimize this risk, with one example being to utilize alternate test versions or randomization of test items. There are good ways to cut down on the risks, but that is a discussion for another day.
- Another common worry when employing unproctored testing is cheating. It can be difficult to verify the identity of the candidate which can open the door to candidates having someone other than themselves take the assessment or getting assistance from a friend or family member during the test. While it is difficult to totally police this ill-advised activity, you can help to deter these actions by including a warning page at the beginning of the assessment process letting the applicant know that any cheating will immediately negate them from the hiring and selection process.
How to determine if unproctored testing is right for your organization
The key to administering talent assessments in a way that is most beneficial to the organization and its candidates is developing a solid strategy. Many organizations are quick to pilot a solution without first doing their due diligence and defining what successful implementation and ongoing utilization look like. Unproctored testing could be the perfect solution – however, because of its ease of implementation, it can almost be too easy and seem like a quick fix to a more complex challenge.
A great place to start is by asking the classic consultant question: What problem are we trying to solve? Once that question has been answered, there are additional questions to sort through to formulate the best strategy for your candidates. Here are some questions – in no particular order – that will help jumpstart a good conversation that can lead to a successful strategy and assessment implementation:
- Do you have an assessment program/strategy currently in place?
- If yes, what is working well and what is not working well?
- If no, what pain points are you hoping to address by implementing one?
- How did you come to implement your current selection process?
- How did you come to this decision to implement this process?
- What roles at the organization are you currently assessing for?
- Are you expanding the breadth of any roles or possibly looking to consolidate others?
- What problems are you hoping to solve with a new strategy?
- Thinking about your current talent pool, do you see them as tech-savvy and able to navigate a fully tech-based solution? Or would providing a higher-touch approach with a little more human interaction be better?
- Do you already have assessment content created that you would like to use to create a personalized assessment process specific to your organization? If not, are you open to using off-the-shelf assessments?
- How do you plan to keep candidates engaged in the process and showcase the value of them spending the time to go through this assessment process?
The main point here is to dig in and gather the data needed to create an approach that will produce long-term success. That said, how effective that approach is can take time and money to reveal itself, which most organizations do not have (or do not have the patience for). Because of those factors, it may be appealing to jump to a quick and effortless off-the-shelf assessment that sounds good and is available to candidates via the internet. But, spoiler alert: often, that proves to be a waste of time, effort, resources, and candidates’ time. Asking the above questions at the start will enable you to invest in the right process upfront, making it a more valuable experience for both you and your candidates.
Developing an effective strategy for your organization
Your assessment process is likely an individual’s first interaction with and impression of your company, and you want to ensure that they walk away seeing the value of the experience. By taking the time to design a well-thought-out strategy, you are increasing the likelihood of a positive candidate experience and overall benefit it will bring to your organization.
Once you’ve properly assessed the pros and cons of unproctored assessments, you’ll be in a better position to determine if this is a feasible solution for your organization and candidate populations. In the end, work with an expert, develop a strategy, and use that strategy to determine whether unproctored testing is right for you. This will lead to the right solution which includes the right content, the right technology, and ultimately the right results.
About the author: David Annunziata is the SVP of Talogy’s Government Solutions. With over 25 years of experience, he has overseen the implementation of some of the largest testing programs in the United States. He has partnered with many notable federal agencies to support the implementation of their respective programs in support of their mission. His tenure stretches over those years with leading testing organizations Performance Assessment Network, Inc. (PAN) and PSI Talent Management – and now, Talogy.
