Employee Selection- Evaluation of Techniques Flashcards
A new selection test will most likely increase decision-making accuracy when the base rate is:
A. 0.
B. .20.
C. .50.
D. .90.
Answer C is correct. The base rate is the percent of employees who are considered successful and were hired using the current selection procedure. Adding a new selection technique to the existing procedure is likely to have the greatest impact on decision-making accuracy (incremental validity) when the base rate is moderate (around .50).
The research has found that general mental ability tests are good predictors of job performance and that administering a structured interview, integrity test, or work sample in conjunction with a general mental ability test increases the accuracy of prediction. In other words, adding a second selection technique to a general mental ability test has an effect on which of the following?
A. incremental validity
B. construct validity
C. differential validity
D. discriminant validity
Answer A is correct. Incremental validity refers to the increase in decision-making accuracy that occurs by adding a new selection technique to the existing selection procedure.
Minority group members tend to obtain lower scores than majority group members on a selection test, even though both groups do equally well in terms of job performance. The difference in selection test scores results in a smaller proportion of minority group members being hired. As described in the Uniform Guidelines on Employee Selection, this is an example of:
A. criterion deficiency.
B. test unfairness.
C. differential selection.
D. predictor contamination.
Answer B is correct. Test unfairness occurs when members of one group consistently obtain lower scores on a selection test or other employment procedure but the score difference is not reflected in differences in scores on a measure of job performance. Unfairness is a potential cause of adverse impact.
When evaluating the adequacy of a newly developed selection test, a test developer would use the 80% (four-fifths) rule to determine:
A. the test’s positive hit rate.
B. the appropriate cutoff score for the test.
C. if the test is likely to have an adverse impact.
D. if the test has adequate criterion-related validity.
Answer C is correct. The Uniform Guidelines on Employee Selection Procedures describes the 80% (four-fifths) rule as a method for determining if a selection test or other employment procedure is having an adverse impact.
The Taylor-Russell Tables provide an estimate of a predictor’s incremental validity for various combinations of which of the following?
A. the number of applicants, number of job openings, and positive hit rate
B. the number of applicants, number of job openings, and predictor cutoff score
C. the base rate, selection ratio, and predictor’s criterion-related validity coefficient
D. the base rate, positive hit rate, and predictor’s criterion-related validity coefficient
Answer C is correct. The Taylor-Russell tables are used to obtain an estimate of a predictor’s incremental validity based on the predictor’s criterion-related validity coefficient, the base rate, and the selection ratio.
