Making Final Selection Decisions Flashcards

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

Answer: Criterion unreliability due to poor performance appraisal systems

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.

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:

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

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.

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

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

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.

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

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

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.

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?

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

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

In selection contexts, what is 'selection ratio' and how does it affect the usefulness of a valid predictor?

Answer: It is the proportion of applicants hired; lower ratios allow valid predictors to produce greater gains in workforce quality

When fewer candidates are hired relative to applicants (low selection ratio), a valid predictor yields greater utility because selectors can be more stringent in choosing top scorers.

Which of the following best describes 'adverse impact' in the context of final selection decisions, per the Uniform Guidelines 4/5ths rule?

Answer: A selection rate for a protected group that is less than 80% of the selection rate for the highest-selected group

The 4/5ths (80%) rule states that adverse impact is indicated when the selection rate of a protected group is less than 80% of the rate for the group with the highest selection rate.