Making Final Selection Decisions Flashcards
7 cards from real CODESP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Making Final Selection Decisions flashcards as text
An agency is considering using a 'rule of three' in final selection, meaning only the top three ranked candidates are referred to the hiring manager. What is the primary criticism of this practice?
Answer: It may be unnecessarily restrictive and ignore score differences that fall within measurement error
The rule of three can be arbitrary because rank differences near the cutoff may not be meaningfully different given measurement error.
In the context of final selection decisions, what is the purpose of a 'structured credential review' as a final step before making an offer?
Answer: To verify that the selected candidate meets all stated minimum qualifications and certifications
A structured credential review ensures that the top-scoring candidate actually possesses the required licenses, education, or certifications listed in the job announcement.
Which of the following scenarios best illustrates the concept of 'incremental validity' in building a final selection battery?
Answer: Adding a personality inventory that predicts job performance above and beyond what a cognitive ability test already predicts
Incremental validity refers to the additional predictive power a new measure provides over and above existing predictors in the battery.
When setting a cut score using the Angoff method, what is each panel member asked to do?
Answer: Estimate the probability that a minimally competent candidate would answer each item correctly
In the Angoff method, subject matter experts estimate, for each item, the proportion of minimally competent candidates who would answer it correctly, and these estimates are averaged to set the cut score.
A final selection decision that results in adverse impact is legally defensible if the employer can demonstrate:
Answer: That the selection procedure is job-related and consistent with business necessity
Under Title VII and the Uniform Guidelines, adverse impact can be justified by demonstrating that the procedure is job-related and consistent with business necessity.
In a concurrent validity study used to support a cut score, which limitation must selection professionals be most cautious about?
Answer: The study uses current employees rather than applicants, which may underestimate predictor range
Concurrent studies use incumbent employees who represent a restricted range of ability, which can attenuate validity coefficients and make cut score generalization to applicants problematic.
When a selection battery uses a multiple cutoff approach with fixed minimum scores on each predictor, what assumption about the predictors underlies this design?
Answer: Each predictor measures a competency that cannot be compensated for by high performance on another
Multiple cutoffs assume that minimum proficiency on each measured dimension is required, meaning deficiency in one area cannot be compensated by strength in another.