Abstract

Advances in computing technology have rapidly expanded the options available for psychological assessment in work contexts. Faster computers, mobile devices with multimedia capabilities, and Internet access have virtually eliminated the need for paper-and-pencil tests. The types of items that can be presented to examinees have also expanded beyond traditional multiple-choice and Likert-type formats to include more complex stimuli, such as videos and immersive task simulations (Drasgow & Olson-Buchanan, 1999; Mills, Potenza, Fremer, & Ward, 2002; Stark, Martin, & Chernyshenko, 2015). Today, virtually all assessments can be offered “on-demand,” meaning that they can be accessed by test takers at any time, and results can be provided readily to stakeholders to expedite the personnel screening process.