CODESP Evaluating Selection Process Effectiveness 2

Question 1

Which statistic best indicates whether a selection test predicts job performance across different subgroups equally well?

Accepted Answer

Differential item functioning (DIF)

Answer

DIF analysis detects items that perform differently across subgroups (e.g., race, gender) beyond what ability differences would predict.

Question 2

A selection process yields a high false-negative rate. What is the primary organizational consequence?

Accepted Answer

Qualified candidates are incorrectly rejected

Answer

A high false-negative rate means the process rejects applicants who would actually have succeeded, causing loss of qualified talent.

Question 3

Under the Uniform Guidelines, when is a validity study required for a selection procedure?

Accepted Answer

When the procedure has adverse impact and is used for employment decisions

Answer

The Uniform Guidelines require validity evidence when a selection procedure has adverse impact on a protected class and is used in employment decisions.

Question 4

What does a utility analysis estimate in the context of selection?

Accepted Answer

The dollar value of improved performance gained by using a valid selection procedure

Answer

Utility analysis quantifies the economic benefit of using a valid selection instrument compared to random hiring.

Question 5

Which method evaluates selection effectiveness by comparing the performance of hired applicants to a pre-employment test score, collected after hiring?

Accepted Answer

Predictive validation

Answer

Predictive validation collects test scores at application and later correlates them with actual job performance data after hiring.

CODESP - Cooperative Organization for the Development of Employee Selection Procedures Practice Test

CODESP - Cooperative Organization for the Development of Employee Selection Procedures Practice Test

CODESP Evaluating Selection Process Effectiveness 2