The present research investigated if an item response theory (IRT)‐scored forced‐choice personality questionnaire has the same normative data structures as a similar version that uses a 5‐point Likert scale instead. The study was conducted using a sample of 349 training delegates who completed both an IRT‐scored forced‐choice and a normative single‐stimulus version of the questionnaire. Results largely supported the scaling properties, measurement precision, and equivalence of the data structures of the two scoring methods.

Despite the popularity of assessment centers (AC) in South Africa, no recent study exists that describes AC practices in that region. Given this research gap, we conducted a survey study that analyzes the development, execution, and evaluation of ACs in N ¼ 43 South African organizations. We report findings regarding AC design, job analysis and job requirements assessed, target groups and positions of the participants after the AC, number and kind of exercises used, additional diagnostic methods used, assessors and characteristics considered in constitution of the assessor pool, observational systems and rotation plan, characteristics, contents, and methods of assessor training, types of information provided to participants, data integration process, use of self-and peer-rating, characteristics of the feedback process, and features after the AC. Finally, we compare the results with professional suggestions to identify pros and cons in current South African AC practices and offer suggestions for improvement.

The coronavirus disease 2019 (COVID-19) pandemic has had an unprecedented impact on the world of work, and we see a corresponding shift in the talent management and assessment spheres. This commentary reflects on the impact the pandemic has had on organisations’ human resource (HR) practices in general and on assessment practices in particular. Informed by insights drawn from a series of in-depth interviews with representatives of organisations in South Africa and on the broader African continent, we consider recent trends in unproctored internet testing (UIT) and virtual or video interviewing technologies that appear central to how organisations have adapted their assessment practices in a COVID-19 world. We also consider the role of various assessment practices in retrenchment and restructuring applications. Finally, potential implications for organisations and their assessment practices when moving towards a post-COVID-19 world are discussed.