Making Final Selection Decisions Flashcards

When using a compensatory selection model, a very high score on one predictor can offset a low score on another predictor. What is a key disadvantage of this approach?

Answer: It may allow candidates with a critical weakness to be hired if strengths compensate

In compensatory models, a critical deficiency in one area (e.g., safety knowledge) can be offset by high scores elsewhere, which may be unacceptable for certain job requirements.

A multiple hurdle selection procedure requires candidates to pass each stage sequentially. This approach is most appropriate when:

Answer: Early predictors are highly valid and later stages are costly to administer

Multiple hurdles are most efficient when earlier, cheaper tests effectively screen out unqualified candidates before expensive later assessments are administered.

In a banding approach to final selection decisions, candidates within a defined score range are treated as equally qualified. What statistical concept underlies the width of a band?

Answer: Standard error of measurement (SEM)

Band width is typically calculated using the standard error of measurement, reflecting the uncertainty inherent in any test score.

When making final selection decisions under a top-down rank-ordering approach, which of the following is the primary criterion for selection?

Answer: The applicant's composite predictor score from highest to lowest

Top-down rank ordering selects candidates strictly in descending order of their composite or overall test score.

An organization discovers that its final selection cut score results in significant adverse impact against a protected group. Under the Uniform Guidelines on Employee Selection Procedures, the employer should:

Answer: Evaluate whether a lower cut score or alternative procedure could reduce impact while maintaining validity

The Uniform Guidelines require employers to explore alternative procedures or cut scores that achieve business objectives with less adverse impact.

Which of the following best describes a 'passing score' in selection, as distinguished from a cut score?

Answer: A passing score reflects minimum competency, while a cut score may reflect a higher performance standard

While often used interchangeably, a passing score typically refers to minimum competency for job performance, whereas a cut score is the specific operationalized threshold used in a selection decision.

When integrating structured interview scores with written test scores in a final composite, which weighting approach is most defensible from a validity standpoint?

Answer: Weighting predictors in proportion to their criterion-related validity coefficients

Weighting predictors by their validity coefficients maximizes the predictive power of the composite score for job performance.