This study is part of an ongoing programme of research exploring the impact of online administration and, in particular, remote administration. Previous work (Bartram and Brown, 2002) showed that OPQ32i data are not biased in any way either by online administration or by the absence of a local test administrator. The present research considers candidates’ perceptions of completing the ipsative version of the Occupational Personality Questionnaire (OPQ32i) online.
The present report describes the results from 54 feedback forms completed by test-takers after they had completed the OPQ32i online. All those taking OPQ32 online for one of SHL’s client organisations, SyBlue, were invited to complete a paper-and-pencil questionnaire after they had responded to the OPQ32. Every candidate received the feedback form and a pre-paid envelope to post it back to SHL. Questionnaires were completed anonymously, and there was no means of relating feedback responses to OPQ32 data.
SyBlue is an executive search and recruitment consultancy specialising in middle to senior level appointments. The way in which SyBlue uses the psychometric assessment is unique in the headhunting market place. Whilst in theory other head-hunters could utilise similar objective techniques, on the whole it goes against the industry norm where head-hunters pride themselves on their ability to judge people over the phone and face to face in interview. In fact, research into interviewing suggests that most people are very poor at predicting future job success and those who interview for a living are not necessarily any better than anyone else
