EVALUATING SELECTION TECHNIQUES & DECISIONS

CHARACTERISTICS OF EFFECTIVE SELECTION TECHNIQUES

 MENTAL MEASUREMENTS YEARBOOK (MMY)
 RELIABILTY: stable & error free
o Test-Retest (0.86)
 Temporal Stability
o Alternate Forms (0.89)
 Counterbalancing
 Form stability
o Internal Reliability (0.81)
 Item stability
o Interrater / interscorer
 VALIDITY:
o Content Validity: concerned -> test construction
 CVR
o Criterion Validity
 Concurrent
 Predictive
 Single-group Validity: predicts for one not for the
other
 Validity Generalization
o Construct Validity -> concerned about inferences
 Correlating scores vs scores from other tests
 Known-group validity: known to be different
o Face Validity
 Appearance
 Barnum statements: general statements; true to
anyone
 COST-EFFICIENCY
 ESTABLISHING USEFULNESS OF SELECTION DEVICE
 TAYLOR-RUSSELL TABLES (OVERALL)
o Who will be successful if using this particular test
 Criterion Validity Coefficient
 Base Rate
 Selection Ratio (# positions/# of applicants)
 PROPORTION OF CORRECT DECISIONS (OVERALL)
o Easier less accurate
 Scores on criterion
 Test scores
o X axis (scores), Y axis (criterion score)
o Quadrant I & III: hit
o Quadrant II &IV: miss
o Points in Q II & IV / Total Points (percentage of time
before we become accurate)
o Points in Q I & II / Total Points (check improvement)
 First is higher than second = chose the new
 LAWSHE TABLES (APPLICANT)
o Applicant will be successful
 Base rate
 Applicant score
 Validity coefficient
 BROGDEN-CRONBACH-GLESER FORMULA
o How much an org will save if it uses this test?
DETERMINING FAIRNESS OF A TEST
 Bias: technical
 Fairness:
 Adverse Impact: less than 80%
 Single Validity
  Differential Validity: valid to both but more valid to one
MAKING THE HIRING DECISION
 SELECTION VS PLACEMENT
 NEPOTISM
 QUALIFIED WORKFORCE
 MULTIPLE REGRESSION
 TOP DOWN APPROACH
 COMPENSATORY APPROACH: low score can be
compensated
 RULE OF THREE
 PASSING SCORES: Who will be able to perform at acceptable
level
o Multiple Cut-off: high positions
o Multiple Hurdle: entry level
o Composite Score
 BANDING
o Compromise bet. Top down and passing
o Anyone w/in the band (depends on SE)