Abstract
*PreVisor, 1805 Old Alabama Road, Suite 150 Roswell, GA 30076, USA. tkantrowitz@previsor.com**Department of Psychology, University of Illinois at Urbana-Champaign, Urbana-Champaign, IL, USA***Southern Illinois University, Carbondale, IL, USA****Applied Psychological Techniques, Darien, CT, USAAs the usage of unproctored Internet testing (UIT) increases in selection settings, concernsabout the validity of such practices must be addressed. While recent examinations of theissue have focused primarily on the practicality, ethics, and potential legal ramifications ofUIT, this paper provides an examination of the criterion-related validity of unproctoredassessments. Using a database of validity evidence, we examine the predictive validity ofseveral noncognitive assessments (i.e., personality and biodata) with respect to a number ofsubjective and objective job performance metrics. Results generally indicate that assess-ments administered in proctored and unproctored settings have similar validities. Limita-tions of this research and implications for practice are discussed.
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