Testing is an integral part of any course regardless where it is taken, from classrooms to the workplace. As we all know testing is primarily used as an assessment tool that allows decisions to be made. Traditional methods used the pen and paper strategy while during the early 1990s that transitioned to computers for many. Late 1990 saw the emergence of online training and testing so the aspect of courseware, LMS etc etc came of age. At the time due to bandwidth restrictions, corporate platforms were needed for some while others tried to work in reducing data to allow for the restrictions. This produced a plethora of online courses that were text based and really offered long winded and very unexciting features. From the time of 2005 the movement toward larger bandwidths started to become more of a reality as Telco provider capsiplex s started to open up new cable infrastructures to allow for faster and larger downloads. From here multiple users not just the elite were allowed to receive their online courses with much more “real content”. However, the testing area resided in the old stream of things. Why? Well you hear the assertion that tests are specific or conform to standards so we have to keep them as they are.Hmm.. sounds like the platforms created did not encompass 360 degree ( a hot word) tests, so the easiest theme is to state “we already have the best”. This stopped many normal HR managers and trainers from arguing the point as doing so would work against their current investments. During 2007 a company, Super Candidate Inc, started to tout a technology they had been developing since 2003 to a market they believed would truely be there one day.