CODESP - Cooperative Organization for the Development of Employee Selection Procedures Evaluating Selection Process Effectiveness Questions and Answers

Question 1

An HR analyst for a large state agency wants to demonstrate the financial return on investment of a new, validated selection system for IT professionals.
The analyst plans to calculate the dollar value of the performance increase resulting from hiring higher-quality candidates, minus the cost of the new system.
Which method is the analyst using to evaluate the selection process?

Accepted Answer

Utility analysis

Answer

Adverse impact analysis

Answer

Content validation study

Answer

Inter-rater reliability assessment

Question 2

A personnel department has implemented a new selection test with a validity coefficient of .40. The current base rate of success for the job is 60% (i.e., 60% of current employees are successful). The selection ratio is low at .20 (20 hires for 100 applicants). What would Taylor-Russell tables be used to determine in this scenario?

Accepted Answer

The proportion of new hires who are likely to be successful.

Answer

The likelihood that a single, specific candidate will be successful if hired.

Answer

The test's reliability and internal consistency.

Answer

Whether the test will cause adverse impact against a protected group.

Question 3

A transit agency is evaluating its selection process for bus operators. Historically, 75% of operators hired prove to be successful performers after their probationary period. For the most recent hiring cycle, the agency received 500 applications for 50 open positions. In this context, what is the 'base rate'?

Accepted Answer

75%

Answer

10%

Answer

50

Answer

500

Question 4

A city's personnel department decides to raise the cut score on its written examination for librarians to be more selective. Which of the following is the MOST likely consequence of this action?

Accepted Answer

The number of 'false negative' hiring errors will increase.

Answer

The number of 'false positive' hiring errors will increase.

Answer

The selection ratio will increase.

Answer

The base rate of success will decrease.

Question 5

A county implemented a multi-day assessment center for selecting department heads. A validity study shows it has excellent predictive validity. However, the cost is $10,000 per candidate, it requires six high-level staff members to administer, and candidates report high levels of stress and frustration with the lengthy process. When evaluating this selection system's overall effectiveness, what is the primary concern?

Accepted Answer

Practicality and applicant reactions

Answer

Criterion-related validity

Answer

Content validity

Answer

Test-retest reliability

Question 6

An agency's review of pass/fail data for a new physical ability test reveals that the pass rate for male candidates is 80%, while the pass rate for female candidates is 55%. According to the Uniform Guidelines, this disparity triggers a concern about adverse impact. What is the most critical next step in evaluating the legal defensibility of this test?

Accepted Answer

Conducting a thorough validity study to demonstrate the test's job-relatedness.

Answer

Lowering the cut score for female candidates to equalize pass rates.

Answer

Immediately discontinuing the use of the test for all future hiring.

Answer

Surveying applicants about their perceptions of the test's fairness.