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Additional resources for British Qualifications: A Complete Guide to Professional, Vocational and Academic Qualifications in the UK
Adaptive testing The selection of progressive levels of difficulty, as described above in connection with the FSA, is fundamental to adaptive testing. By using computers to score responses instantly, performance levels on tests can be monitored and difficulty levels adjusted. In this way the maximum level of performance can be more finely and more quickly ascertained than with a fixed set of items. After a slow start such tests are being regarded with increasing interest. Variants of the approach, giving detailed feedback on performance, have also been used in individual development.
This was made mandatory in 1870, but even then did not apply to the Foreign Office. Modern instances Modern interviewing can be seen as having several strands. The need for formalized techniques in selection was clearly recognized during the two world wars. The first of these gave a boost to paper-and-pencil psychometric instruments, as noted above, but little to interviewing practice. The Second World War saw the origin of the War Office Selection Boards (WOSBs, and see assessment centres below) with their emphasis on an overall system in selection and with associated research flagging problems with unstructured interviews (see Vernon and Parry, 1949).
Very controversial in the United States where their extensive use originated, they are often referred to as ‘polygraph tests’. They are based on the so-called Galvanic Skin Reflex (GSR) measuring the electrical conductivity of the skin’s surface. It is claimed that when someone tells a lie there is an increase in sweating, increasing the conductivity of the skin and it is this that is measured. There are essentially two types of integrity tests, overt and covert. Overt assess attitudes and past ‘integrity’ behaviours directly.