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Remote Proctoring: A Solution to Challenges in Employment Assessment?

July 25, 2019

Remote proctoring in employment assessmentAt the SIOP 2019 conference at National Harbor, PSI participated in a panel discussion on the potential for Remote Proctoring (RP) technology to address needs and concerns in talent measurement and employment assessment.  Participants in the panel included individuals from both corporate and government organizations who have used or are considering use of RP.  We had a robust discussion among the panel and with the audience, so I wanted to share some reflections from the session with organizations, particularly those who have large scale personnel selection testing programs.

  1. What is remote proctoring? I realize many HR and assessment practitioners may be unfamiliar with this term.  Remote proctoring has grown in popularity over the past decade in the certification testing and higher education fields yet has not been widely adopted in personnel selection or employment assessment.  Remote proctoring leverages candidates’ personal computing devices and cameras to ensure the integrity of the assessment process without requiring travel to a testing site.  There are two main approaches to remote proctoring.  The first is live remote proctoring. In live proctoring, a qualified proctor monitors a candidate’s audio-video and screen shares in real time. The second main approach is called record-and-review remote proctoring. In record-and-review, a candidate’s entire testing session is recorded and then subsequently reviewed by a qualified proctor.  There are also variants that involve artificial intelligence as part of the monitoring process. 

  2. When is remote proctoring a good idea? Our panel had an in-depth discussion on this topic.  My personal reflections are that two types of organizations may want to think about leveraging remote proctoring technology.  First, if your organization continues to proctor selection tests and assessments in person – such as many municipalities, manufacturing organizations, and utilities – remote proctoring can help you enhance the candidate experience by allowing candidates the convenience of at-home assessments and (with record-and-review technology) anytime, anywhere access.  Second, if your organization has adopted unproctored Internet testing (UIT) but with some discomfort and concern about security and candidate identity, remote proctoring could provide that extra layer of assurance that you have been seeking without going back to in-person testing.

  3. When is remote proctoring NOT a value-added solution? If you are in an organization doing UIT and have no issues or concerns with your assessment program, remote proctoring may not provide extra value.  It does add an extra step to the assessment process in comparison to fully unproctored assessment, so an organization with no security or identity verification concerns might find RP unnecessary.

In sum, remote proctoring addresses issues such as verification of candidate identity, protection of intellectual property, and assessment program integrity while also leveraging candidate experience factors such as the convenience of at-home assessment and, potentially, anytime anywhere access.  If your organization has experienced issues with UIT or wishes to move from away from in-person proctoring, you might want to consider it.

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Joseph Abraham, Ph.D Joseph Abraham, Ph.D leads PSI’s Assessment Solutions consulting team, which focuses on large-scale personnel selection systems in both the private and public sectors. For nearly 30 years he has managed talent and organizational assessment deployments for a wide variety of public sector and Fortune 500 organizations in industries such as energy, utilities, transportation, healthcare, manufacturing, financial services, and public safety. An accomplished researcher, Joseph has authored several personality, job knowledge, job analysis, and employee attitude surveys. A member of the American Psychological Association (APA) and the Society for Industrial and Organizational Psychology (SIOP), he has authored several articles in peer-reviewed journals, including Human Performance, The International Journal of Selection and Assessment, The Journal of Managerial Psychology, and The Journal of Business and Psychology. Joseph is a regular presenter at the annual SIOP conference, sharing cutting-edge research and best practices with colleagues to enhance their professional development.