CRSP Selection Testing & Validation 2 — Questions and Answers
Question 1: Which type of validity evidence is established by demonstrating that a test's content mirrors the actual tasks and knowledge required by the job?
- Criterion-related validity
- Construct validity
- Content validity (Correct answer)
- Concurrent validity
Correct answer: Content validity
Content validity is established by showing that test items systematically sample the domain of knowledge, skills, or tasks that define the job.
Question 2: A company administers a cognitive ability test to current employees and compares scores to their current performance ratings. This is an example of which validation strategy?
- Predictive validity
- Concurrent validity (Correct answer)
- Construct validity
- Incremental validity
Correct answer: Concurrent validity
Concurrent validity is assessed by measuring both the predictor and criterion at the same time using current employees.
Question 3: The Standard Error of Measurement (SEM) in selection testing is primarily used to:
- Calculate adverse impact ratios
- Estimate how much a test score may vary due to measurement error (Correct answer)
- Determine the minimum passing score
- Compare scores across different job families
Correct answer: Estimate how much a test score may vary due to measurement error
SEM quantifies the precision of an individual's test score by estimating the range within which a candidate's true score likely falls.
Question 4: Which of the following best describes 'incremental validity' in the context of a selection battery?
- The degree to which a test predicts job performance over time
- The additional predictive power a new test adds beyond existing predictors (Correct answer)
- The consistency of test scores when retaken over intervals
- The validity coefficient corrected for range restriction
Correct answer: The additional predictive power a new test adds beyond existing predictors
Incremental validity measures how much a new assessment improves prediction of the criterion beyond what is already predicted by existing measures.
Question 5: An employer uses a physical ability test for a warehouse role. Under the ADA, if a qualified individual with a disability cannot pass the test, the employer must:
- Automatically disqualify the candidate
- Consider whether a reasonable accommodation would enable the individual to perform essential functions (Correct answer)
- Waive all physical testing requirements
- Apply the same standard with no exceptions
Correct answer: Consider whether a reasonable accommodation would enable the individual to perform essential functions
The ADA requires employers to explore whether reasonable accommodations would allow a qualified individual with a disability to meet essential job requirements.
Question 6: A situational judgment test (SJT) that uses video scenarios depicting actual workplace situations demonstrates high levels of which type of validity?
- Construct validity
- Concurrent validity
- Face validity and content validity (Correct answer)
- Predictive validity only
Correct answer: Face validity and content validity
Video-based SJTs closely mimic realistic work situations, giving them high face validity (candidates perceive them as job-relevant) and content validity.
Question 7: Range restriction in a validation study occurs when:
- The test has too few answer choices
- The sample used for validation is not representative of the full applicant pool (Correct answer)
- The criterion measure is unreliable
- The test items are too easy for most candidates
Correct answer: The sample used for validation is not representative of the full applicant pool
Range restriction happens when the validation sample is narrower in ability or performance than the full applicant population, which artificially lowers observed validity coefficients.
CRSP Selection Testing & Validation 2
Which type of validity evidence is established by demonstrating that a test's content mirrors the actual tasks and knowledge required by the job?