Test Authentication for Behavioral Assessments

Creating a behavioral assessment that is difficult to cheat with vague questions that generate inaccurate results is a real challenge, especially for people who have taken a number of behavioral assessments which are becoming more and more common. In our experience of more than 20 years of behavioral testing, at least 10% of the applicants are either attempting to cheat behavioral assessments or are not paying sufficient attention when completing it to obtain a genuine result. If such instances are not effectively identified, the behavioral assessment results will be compromised for a significant percentage of applicants.

Most HR professionals are able to manipulate the results of behavioral assessments, because they have knowledge of tests as well as knowledge of the specific job requirements. Psychologists who develop behavioral tests can usually trick nearly any behavioral assessment. However, it would be unlikely that even HR professionals or Psychologists could successfully cheat the Harrison Assessments system if they were an applicant who was uninformed about its specific authentication methods.

The Harrison test authentication methods include 3 psychological methodologies as well as one technological mechanism. We do not elaborate on the details of these mechanisms (except to the professionals who use our system) in order to preserve their effectiveness for general applicants.

Besides the above mentioned authentication methods, our online testing system is highly supportive of obtaining accurate and non-manipulated results. For example, when used for recruitment, applicants are only allowed one attempt to successfully overcome all four test authentication methods. Further attempts would need to be authorized by the recruiter who would only do so if the applicant had a high level of eligibility (education, experience and skills). Failing the mechanisms more than once is a strong indication of a candidate who is attempting to manipulate the assessment. In order to successfully cheat the Harrison Assessments, applicants would need to rapidly determine how to overcome all 4 different mechanisms. While this is theoretically possible, it is highly unlikely that an applicant could successfully manipulate the answers and pass the test authentication unless they had specific knowledge of those mechanisms.

There is additional empirical evidence that indicates applicants are unable to successfully manipulate the Harrison Suitability Assessment. About 75% of applicants who apply for jobs (varies according to job types) do not pass the Suitability assessment for the job in which they are applying. That indicates that at least those 75% of applicants were unable to cheat the assessment. In addition, the candidates who pass the assessment and were hired show a strong correlation with job performance when later analyzed. If trickery was commonplace, this would not be the case.

Harrison Assessments provide a high standard for test authentication through unique psychological and technological methodologies that enable a high degree of certainty that your test results are genuine and accurate.

Contact us for more information or take a look at our sample reports to see how Harrison Assessments can help you with your online recruitment or employee development needs.