The advances in technology of the last fifty years, specifically the advent of the computer, its continuous improvements in functionality and capacity, and the growth of the internet, have affected almost every aspect of psychological testing in personnel selection practices. Since the 1960s, traditional psychological tests with paperand- pencil formats are already being converted to computerized formats (Bartram, 1994). Yet, new technology provides more possibilities than simply changing the test medium. For instance, it also provides the opportunity to dynamically select the items to be presented and to use a variety of stimulus materials (Olson-Buchanan & Drasgow, 1999). Recently, researchers and practitioners are using new technology for the delivery of so-called multimedia tests, which include audio and video fragments (Lievens, Van Dam, & Anderson, 2002). The present dissertation presents five empirical studies on multimedia tests and is aimed to address both theoretical and practical questions concerning their validity and acceptability. In this introductory chapter, first, a short overview of the history of computerized testing is given. Second, past research regarding multimedia testing within the domain of personnel selection is discussed. Finally, the research aims of the following five chapters of this dissertation are presented.

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M.Ph. Born (Marise) , H.T. van der Molen (Henk)
Erasmus University Rotterdam
GTP International BV
Department of Industrial and Organizational Psychology

Oostrom, J.K. (2010, October). New Technology in Personnel Selection: The Validity and Acceptability of Multimedia Tests. Erasmus University Rotterdam. Retrieved from