CODESP Making Final Selection Decisions 4

Question 1

Which factor most directly limits the ability of a selection procedure to predict job performance, regardless of how carefully it was developed?

Accepted Answer

Criterion unreliability due to poor performance appraisal systems

Answer

If the criterion (job performance measure) is unreliable, the observed validity coefficient will be attenuated because valid variance in the predictor cannot correlate with noise in the criterion.

Question 2

After making a conditional job offer, an employer learns that a candidate failed a required background check due to a past conviction. Under best practice guidelines, the employer should:

Accepted Answer

Conduct an individualized assessment of the conviction's relevance to the specific job duties

Answer

Best practices and EEOC guidance recommend individualized assessment of convictions, considering factors like the nature of the crime, time elapsed, and relevance to job duties.

Question 3

Which of the following describes a 'combined' or 'mixed' selection model that uses both hurdles and compensatory components?

Accepted Answer

Candidates must pass a minimum score on a critical predictor before a compensatory composite is used to rank survivors

Answer

A mixed model requires a minimum threshold on a critical predictor (hurdle) and then uses a compensatory composite to rank those who passed, combining the advantages of both approaches.

Question 4

When multiple qualified candidates remain tied in rank after all scored assessments, which of the following is an acceptable tiebreaker in civil service selection?

Accepted Answer

Using a supplemental, job-related ranked factor such as veteran's preference or seniority

Answer

Many civil service jurisdictions allow job-related or legally sanctioned tiebreakers like veteran's preference, while arbitrary factors unrelated to job performance are not defensible.

Question 5

A selection professional is asked to determine whether the same cut score should apply to two different regional offices filling the same job title. Which evidence would best support using a single cut score across both sites?

Accepted Answer

The job analysis confirms highly similar task and competency requirements at both locations

Answer

A common cut score is most defensible when job analysis data confirm that the KSAOs and job tasks are substantially similar across both settings.

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 4