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

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.

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

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

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

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

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

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

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

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

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 Making Final Selection Decisions 2