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Evaluating Selection Techniques & Decisions

This document discusses techniques for evaluating selection decisions and determining the effectiveness and fairness of selection tests and devices. It covers establishing reliability through measures like test-retest reliability and validity through content, criterion, and construct validity. It also addresses determining a selection device's usefulness through tables and formulas that incorporate the validity coefficient, base rate, and selection ratio. The document provides guidance on assessing fairness, adverse impact, and differential validity and making hiring decisions based on factors like qualification, nepotism, regression analysis, cut-off scores, and banding approaches.

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Belle Frances Timosa
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354 views3 pages

Evaluating Selection Techniques & Decisions

This document discusses techniques for evaluating selection decisions and determining the effectiveness and fairness of selection tests and devices. It covers establishing reliability through measures like test-retest reliability and validity through content, criterion, and construct validity. It also addresses determining a selection device's usefulness through tables and formulas that incorporate the validity coefficient, base rate, and selection ratio. The document provides guidance on assessing fairness, adverse impact, and differential validity and making hiring decisions based on factors like qualification, nepotism, regression analysis, cut-off scores, and banding approaches.

Uploaded by

Belle Frances Timosa
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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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)

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