[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-298356-105":59,"doc-detail-298356-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","recent-trends-in-preemployment-assessment-five-prominent-preemployment-assessment-trends","Recent Trends in Preemployment Assessment - five prominent preemployment assessment trends","","Recent developments in preemployment assessment over the last 10–12 years have been driven largely by technology and have created new opportunities for organizations to identify higher-quality hires. The paper introduces five prominent trends—unproctored internet testing, applicant tracking systems, gamification, mobile-enabled assessments, and applicant reactions—then analyzes their advantages and disadvantages. The discussion considers how these trends can affect selection practices and the overall candidate selection experience through logistical, fiscal, legal, and professional lenses.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/recent-trends-in-preemployment-assessment-five-prominent-preemployment-assessment-trends/298356/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/recent-trends-in-preemployment-assessment-five-prominent-preemployment-assessment-trends/298356.png","ImageObject",300,407,{"name":92,"@type":93},"McGucket","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-25","2026-09-18",true,{"@type":102,"interactionType":103,"userInteractionCount":29},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What is the main focus of the paper on preemployment assessment trends?","Question",{"text":112,"@type":113},"The paper introduces five prominent preemployment assessment trends and evaluates the pros and cons of each trend in how companies select candidates today.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How does unproctored internet testing (UIT) differ from proctored testing?",{"text":117,"@type":113},"In UIT, a physical test administrator does not monitor the testing event; assessments are completed online at the applicant’s chosen location.",{"name":119,"@type":110,"acceptedAnswer":120},"What potential risks does UIT introduce despite its operational benefits?",{"text":121,"@type":113},"UIT may allow applicants to confer with others, look up information, and share test content, which can threaten standardization and assessment security.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},298356,1790525266,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":29,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":52,"language":139,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":67,"update_tm":143,"read_time":144,"preview_page_count":4},1236954412713,"https://us-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","Recent Trends in Preemployment Assessment  \nJessica M. Walker and Don Moretti  \nA White Paper prepared by the Visibility Committee of the Society for Industrial and Organizational Psychology.  \n440 E Poe Rd, Suite 101 Bowling Green, OH 43402  \nThe authors thank Kelly Camus, Allison Ellis, Allie Gabriel, and Jerry Kehoe for their comments and suggestions on this paper.  \nTable of Contents  \nAuthors .............................................................................................................................................................. 1  \nIntroduction....................................................................................................................................................... 2  \nConclusion ......................................................................................................................................................... 6  \nReferences ......................................................................................................................................................... 7  \nSIOP White Paper Series  \nAuthors  \nJessica Walker  \nTexas A&M University  \nJessica Walker is a third-year graduate student in the doctoral I-O program at Texas A&M University. She works under the advisement of Dr. Kathi Miner, Dr. Mindy Bergman, and Dr. Isaac Sabaat, researching primarily experiences of oppression and incivility, identity disclosure and management, and occupational health and well-being for stigmatized employees. Jessica has experience in performing job analyses, item writing, and revising performance appraisals and job descriptions through her coursework (e.g., advanced selection and placement) . She has also worked on climate reports for organizations: survey creation, data collection and analyses, results distribution and presentation, and providing recommendations. She is currently the student leader of the Psychology Diversity & Inclusion Student Committee. Jessica is student member of SIOP and a frequent presenter at SIOP’s annual conference on topics of oppression and incivility.  \nDon Moretti  \nUS Foods  \nDr. Don Moretti is head of Talent Assessment for US Foods where he and his team provide leadership and strategy for the enterprise-wide use of assessments for preemployment hiring and for talent management. Don has over 25 years of diverse experience in talent management, selection and assessment; applied industrial-organizational psychology; and the human resources industry, spanning the roles of consultant, practitioner, executive, and academician. Don is a frequent conference presenter and has spoken extensively on global talent management, selection, leadership assessment, and other HR/OE issues. He is a Fellow of both SIOP and the Association for Psychological Science (APS) as well as a member in several professional organizations, including the American Psychological Association (APA), an invited member of the Dearborn Group, and a cofounder and past member of the International Selection & Assessment Council (ISAC) . Don earned his masters in Experimental Psychology and doctorate in Industrial/Organizational Psychology from DePaul University in Chicago.  \nSIOP White Paper Series  \nA lot has changed in the world over the last decade: social media, U.S. presidents, electric cars, health care options, big data, 4K TVs, the economy, just to name a few. Similarly, a lot has changed in the preemployment assessment world within the last 10–12 years. Advances in technology have been at the core of many of these changes as practices evolve and have created opportunities for organizations to better select quality hires. However, one thing that has not changed is the war for talent: companies competing for the best candidates to fill their available job positions. Given these changes, a key question remains: What are these new trends, or big ideas, in the preemployment arena, and are these trends appropriate for all companies? This paper will introduce fiv","cbCaifCMvDwFj72Y","https://ap.wps.com/l/cbCaifCMvDwFj72Y","pdf",1022496,"English","# Introduction\n# Unproctored Internet Testing\n# Conclusion\n# References","[{\"question\":\"What is the main focus of the paper on preemployment assessment trends?\",\"answer\":\"The paper introduces five prominent preemployment assessment trends and evaluates the pros and cons of each trend in how companies select candidates today.\"},{\"question\":\"How does unproctored internet testing (UIT) differ from proctored testing?\",\"answer\":\"In UIT, a physical test administrator does not monitor the testing event; assessments are completed online at the applicant’s chosen location.\"},{\"question\":\"What potential risks does UIT introduce despite its operational benefits?\",\"answer\":\"UIT may allow applicants to confer with others, look up information, and share test content, which can threaten standardization and assessment security.\"}]","Recent Trends in Preemployment Assessment - five prominent preemployment assessment trends | PDF",1789755375,25]