CODESP Making Final Selection Decisions 2

Question 1

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?

Accepted Answer

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

Answer

It requires all candidates to pass every assessment before moving forward

Answer

It cannot be used when multiple predictors are available

Answer

It always results in lower criterion-related validity

Question 2

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

Accepted Answer

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

Answer

All selection measures have equal importance and similar costs

Answer

The organization wants to maximize diversity in the applicant pool

Answer

Compensatory trade-offs between competencies are acceptable

Question 3

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?

Accepted Answer

Standard error of measurement (SEM)

Answer

Standard error of the mean

Answer

Coefficient of variation

Answer

Interrater reliability coefficient

Question 4

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

Accepted Answer

The applicant's composite predictor score from highest to lowest

Answer

The applicant's years of relevant work experience

Answer

A passing score on a minimum qualifications screen

Answer

The hiring manager's structured interview rating

Question 5

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:

Accepted Answer

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

Answer

Immediately abandon the selection procedure regardless of its validity

Answer

Raise the cut score to ensure only the most qualified candidates are hired

Answer

Document the adverse impact and continue using the procedure without modification

Question 6

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

Accepted Answer

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

Answer

A passing score is used only in certification testing, not employment selection

Answer

Both terms are interchangeable and describe the minimum score required to continue in the process

Answer

A cut score is set by the candidate, while a passing score is set by the employer

Question 7

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

Accepted Answer

Weighting predictors in proportion to their criterion-related validity coefficients

Answer

Weighting each predictor equally regardless of validity

Answer

Giving the highest weight to the most recently administered assessment

Answer

Using the hiring manager's preference to determine weights