Candidates cannot improve scores with exposure, and experienced applicants score no better than entry applicants. The required response is open-ended, minimizing guessing from four choices. Some customization is available, and clients may elect to have candidate videos scored off-site by B-PAD raters.

B-PAD has never been challenged in court and is often mentioned in court cases as an alternative selection process with no adverse impact for females or minorities. B-PAD has a high degree of candidate acceptance. It serves as a non-biased candidate reduction method, which demonstrates its overall cost-effectiveness.

Test administration is easy. Unlike traditional oral boards, raters can be assembled later or can rate by themselves, which translates into less planning and scheduling. More candidates can be rated faster with B-PAD than with an oral board process, yet this legally defensible candidate reduction method on average eliminates 40% of group.

The test may be used in place of the oral board after a screening process using a written test. However, some clients are administering the B–PAD to all candidates and weighting the results 50% with the written test results to reduce the overall adverse impact for the selection procedure.

Contact B-PAD for further details.