Evaluating Selection Process Effectiveness Flashcards

Which approach to setting cut scores relies on judgments about the minimum acceptable level of competence for a position?

Answer: Angoff method

The Angoff method asks subject matter experts to estimate the probability that a minimally competent candidate would answer each item correctly, then sums these probabilities.

What does a Taylor-Russell table help practitioners determine in selection?

Answer: The proportion of successful employees expected given a validity coefficient, base rate, and selection ratio

Taylor-Russell tables show the expected proportion of successful hires as a function of test validity, the base rate of success, and the selection ratio.

An organization discovers that structured interviews predict performance but so does a cognitive test alone. The interviews add no unique predictive variance. This finding describes:

Answer: Low incremental validity of the interview

When a new predictor explains no additional variance in the criterion beyond what an existing predictor captures, it has low or zero incremental validity.

Which of the following best describes 'synthetic validity'?

Answer: Inferring validity for a composite job by combining validity evidence from component job elements

Synthetic validity builds overall job validity by assembling component-level validity evidence for each job element identified through job analysis.

A selection process is found to be valid but results in disparate impact. Under what legal doctrine may it still be defensible?

Answer: Business necessity

Employers may defend a selection practice causing disparate impact by demonstrating business necessity—that the practice is job-related and required for safe, effective job performance.

What is the primary advantage of using multiple hurdles (sequential screening) over a compensatory model in public safety selection?

Answer: Ensures candidates meet minimum thresholds on all critical requirements before advancing

Multiple hurdles require candidates to pass each stage separately, preventing a high score on one dimension from compensating for failure on a critical safety requirement.

Which of the following represents a criterion deficiency in a selection validity study for police officers?

Answer: The performance measure excludes community relations skills that are critical to the job

Criterion deficiency occurs when important job performance dimensions are omitted from the criterion measure, limiting the validity study's scope.