| How do B-PAD tests work? |
B-PAD is a "work sample" type test based on the principle that the best predictor of future behavior is observed behavior under similar situations. Candidates view video-based simulations on a TV monitor and then respond verbally, as if talking to real people in a real situation. Their responses are videotaped and then scored using validated criteria. |
|||
| What do B-PAD tests measure? |
B-PAD helps answer the critical question: "Can this person work effectively with people?" B-PAD video tests assess people skills and common sense judgment. B-PAD does not test job knowledge or personality; rather it tests interpersonal competence. B-PAD measures behavioral skills and abilities not readily measured by conventional methods. |
|||
| How is B-PAD different from other forms of testing? |
B-PAD is different because it offers a structured, valid, and fair method for assessing candidate behavior under standardized testing conditions. Unlike situational oral interviews that require the candidate to state what they "would do" in response to a hypothetical situation, B-PAD requires that the candidate demonstrate his or her skills by role-playing a response. And unlike live role plays with actors, B-PAD scenarios are standardized and they sample many different types of situations. |
|||
| What are the advantages of B-PAD video tests? |
B-PAD improves the quality of the final applicant pool by filling the gap in the selection process. It adds the missing pieces not provided by conventional methods such as paper and pencil tests and oral interviews. B-PAD is defensible. Research has validated its use for making inferences about a candidate's interpersonal competence to fulfill a range of essential job functions. B-PAD is fair. Ethnicity and gender do not affect B-PAD results. B-PAD results are also unaffected by prior job experience or practice. B-PAD can save time and money by screening out a large percentage of candidates who might otherwise fail background investigations, psychological exams, or probation. Results from experienced users suggest that B-PAD screening can reduce the cost of selection by as much as 50% by improving the quality of candidates advanced to subsequent screens. To find out about the advantages of using B-PAD testing to screen candidates, read this letter from the Police Department of Plano, Texas. |
|||
| What happens in a B-PAD test? |
Candidates either sit or stand before a television monitor. A camera, positioned next to the monitor, records their responses. Candidates receive oral and written instructions from the test proctor. Candidates receive instructions again from the video moderator and are then given the opportunity to view and respond to a practice scenario. The test commences with the first in a series of eight vignettes -- scenarios depicting incidents such as an angry motorist, an insubordinate employee, a disgruntled citizen, etc. Each scenario is from one to two minutes long. When each scenario is over, the word "respond" appears on the screen, and the candidate then has 45 seconds to respond to the actors in the scenario as if he or she is responding to real people in a real situation. The actors continue to behave and respond as if listening to the candidate. In promotional tests, candidates are often given the opportunity to explain why they responded as they did and what actions they might take next. The candidates' videotaped responses are scored using validated scoring criteria. |
|||
| How does B-PAD create the video scenarios? |
To ensure that the video tests sample an adequate range of job-relevant interpersonal competence, all video situations used in B-PAD video tests were developed from a job analysis process involving a national sample of subject matter experts (SMEs). For example for the police officer test, 60 scenarios were gathered from a diverse group of law enforcement professionals. Scripts were developed from the scenarios by a core group of SMEs. Additional SMEs rated the scenes for importance and realism. Final decisions about which scenes to videotape were based on SME input and the need for a representative range of human relations situations. |
|||
| How long do the tests take? |
B-PAD requires approximately 20 minutes to administer and can be scored in 15-20 minutes. Raters need not be present during the administration of the test, and are free to score the videotaped applicants when convenient. |
|||
| How are B-PAD tests scored? |
You have two choices as to how your tests are scored. You can have B-PAD train your raters, and then score your tests in-house, or you can send the test cassettes to B-PAD for scoring by our professional raters. Prices differ for these two options -- see the individual product pages for more information. |
|||
| What do we have to do to conduct B-PAD testing? |
B-PAD requires a minimal amount of planning and preparation. Setting up the appropriate distraction-free room for your candidates is, of course, critical. You'll also have to ensure that a video player, TV, and video camera with one cassette for each candidate are on hand. Then, if you elect to score your tests in-house, you'll need to assemble a team of trained raters. |
|||
| What agencies and companies are using B-PAD now? |
There are over 400 police, sheriff's offices and fire departments using B-PAD throughout the U.S., Canada and Australia. See our complete Client List for more details. To find out what some police and fire agencies thought about B-PAD testing, see our selection of Articles from magazines and newspapers throughout the U.S. and Canada. |
|||
| How much does B-PAD cost? |
B-PAD test prices are determined by a number of factors -- agency size, the decision to rent versus purchase, how tests are to be scored, whether rater training is required, etc. The B-PAD Group will tailor a test package that is right for your agency. Call the B-PAD Group for details at 1-800-424-BPAD. |
|||
| Has B-PAD been challenged in court? |
B-PAD has been used since 1992 as a pre-offer employment screen with over 50,000 candidates. No court challenges have yet been made. This is attributable to the absence of adverse impact and its established content and empirical validity. Candidates also perceive the test as fairer because it is so obviously job relevant. |
|||
| Aren't you just measuring acting skill with B-PAD? |
People with strong people skills have the ability to manage their own emotions as well as the emotions of others. This is what B-PAD attempts to measure. If by acting one means the ability, under challenging circumstances, to demonstrate command presence, confidence, and sensitivity when such behaviors are not naturally forthcoming, then the answer is yes. |
|||
| Do candidates taking B-PAD for a second time have an advantage? |
We have monitored this carefully and tracked test-retest scores of candidates taking B-PAD in several surrounding jurisdictions. Interestingly enough, no such effect has been shown. Although there are many different test versions in use and scoring guidelines are kept secure, it appears that the primary reason we have not seen such an effect has to do with the nature of what B-PAD assesses -- people skills. The ability to do well on B-PAD has more to do with how one communicates (voice tone, language skills, body mannerisms, etc.) than one's knowledge of the "right answer." People skills, such as empathy, for example, are learned early and are difficult to fake. |
© 2001 The B-PAD Group, Inc.