CODESP Making Final Selection Decisions 2 — Questions and Answers
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?
- It requires all candidates to pass every assessment before moving forward
- It may allow candidates with a critical weakness to be hired if strengths compensate (Correct answer)
- It cannot be used when multiple predictors are available
- It always results in lower criterion-related validity
Correct answer: It may allow candidates with a critical weakness to be hired if strengths compensate
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:
- All selection measures have equal importance and similar costs
- Early predictors are highly valid and later stages are costly to administer (Correct answer)
- The organization wants to maximize diversity in the applicant pool
- Compensatory trade-offs between competencies are acceptable
Correct answer: Early predictors are highly valid and later stages are costly to administer
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?
- Standard error of the mean
- Standard error of measurement (SEM) (Correct answer)
- Coefficient of variation
- Interrater reliability coefficient
Correct answer: Standard error of measurement (SEM)
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?
- The applicant's years of relevant work experience
- The applicant's composite predictor score from highest to lowest (Correct answer)
- A passing score on a minimum qualifications screen
- The hiring manager's structured interview rating
Correct answer: The applicant's composite predictor score from highest to lowest
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:
- Immediately abandon the selection procedure regardless of its validity
- Evaluate whether a lower cut score or alternative procedure could reduce impact while maintaining validity (Correct answer)
- Raise the cut score to ensure only the most qualified candidates are hired
- Document the adverse impact and continue using the procedure without modification
Correct answer: Evaluate whether a lower cut score or alternative procedure could reduce impact while maintaining validity
The Uniform Guidelines require employers to explore alternative procedures or cut scores that achieve business objectives with less adverse impact.
Question 6: Which of the following best describes a 'passing score' in selection, as distinguished from a cut score?
- A passing score is used only in certification testing, not employment selection
- Both terms are interchangeable and describe the minimum score required to continue in the process
- A passing score reflects minimum competency, while a cut score may reflect a higher performance standard (Correct answer)
- A cut score is set by the candidate, while a passing score is set by the employer
Correct answer: A passing score reflects minimum competency, while a cut score may reflect a higher performance standard
While often used interchangeably, a passing score typically refers to minimum competency for job performance, whereas a cut score is the specific operationalized threshold used in a selection decision.
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?
- Weighting each predictor equally regardless of validity
- Weighting predictors in proportion to their criterion-related validity coefficients (Correct answer)
- Giving the highest weight to the most recently administered assessment
- Using the hiring manager's preference to determine weights
Correct answer: Weighting predictors in proportion to their criterion-related validity coefficients
Weighting predictors by their validity coefficients maximizes the predictive power of the composite score for job performance.
CODESP Making Final Selection Decisions 2
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?