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Chapter 6 discusses the evaluation of selection techniques, focusing on their reliability, validity, and cost-efficiency. It outlines various methods for assessing reliability and validity, including test-retest reliability, content validity, and predictive validity, as well as the importance of fairness in testing. Additionally, it covers decision-making strategies for hiring, such as top-down selection and multiple-cutoff approaches.

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5 views

_Chapter 6 (1)w

Chapter 6 discusses the evaluation of selection techniques, focusing on their reliability, validity, and cost-efficiency. It outlines various methods for assessing reliability and validity, including test-retest reliability, content validity, and predictive validity, as well as the importance of fairness in testing. Additionally, it covers decision-making strategies for hiring, such as top-down selection and multiple-cutoff approaches.

Uploaded by

alyzafamor6
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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CHAPTER 6

EVALUATING SELECTION
TECHNIQUES AND
DECISIONS

Iwamoto and Nituda


Characteristics of Effective Selection
Techniques
Reliability
Validity
Cost-efficiency
Reliability
The extent to which a score from a selection measure is
stable and free from error. If a score from a measure is not
stable or error-free, it is not useful.

Test-Retest Reliability
A method, where each one of the several people takes the
same test twice. The scores from the first administration of
the test are correlated with scores from the second to
determine whether they are similar.
Temporal stability

The consistency of test scores across time.

Alternate-Forms
Reliability
The extent to which two forms of the same test
are similar. People are administered both forms
of the test; half of the sample first receive Form
A and the other half receive Form B.
Counterbalancing

A method of controlling for order effects by giving half


of a sample Test A first, followed by Test B, and giving
the other half of the sample Test B first, followed by
Test A.

Form stability
The extent to which the scores on two forms of a test
are similar.
Internal Reliability

Item stability
The extent to which responses to the same test
items are consistent.

Item homogeneity

The extent to which test items measure the


same construct.
Internal Reliability
Kuder-Richardson Formula 20 (K-R 20)
A statistic used to determine internal reliability of
tests that use items with dichotomous answers
(yes/no, true/false).

Split-half method
A form of internal reliability in which the
consistency of item responses is determined by
comparing scores on half of the items with scores
on the other half of the items.
Internal Reliability
Spearman-Brown prophecy formula
Used to correct reliability coefficients resulting
from the split-half method.

Coefficient alpha
A statistic used to determine internal reliability of
tests that use interval or ratio scales.
Scorer reliability
The extent to which two people scoring a test agree on the
test score, or the extent to which a test is scored correctly.
Validity

Validity

The degree to which inferences from test


scores are justified by the evidence.
Validity
Content Validity
The extent to which tests or test items sample the
content that they are supposed to measure.

Criterion validity
The extent to which a test score is related to some
measure of job performance.
Criterion
A measure of job performance, such as attendance,
productivity, or a supervisor rating.
Validity
Concurrent validity
A form of criterion validity that correlates test
scores with measures of job performance for
employees currently working for an organization.

Predictive validity
A form of criterion validity in which test scores of
applicants are compared at a later date with a
measure of job performance.
Validity
Restricted range
A narrow range of performance scores that makes it
difficult to obtain a significant validity coefficient

Validity generalization (VG)


The extent to which inferences from test scores from one
organization can be applied to another organization.

Synthetic validity
A form of validity generalization in which validity is inferred
on the basis of a match between job components and tests
previously found valid for those job components.
Validity
Construct validity
The extent to which a test actually measures the
construct that it purports to measure.

Known-group validity

A form of validity in which test scores from two


contrasting groups “known” to differ on a
construct are compared.
Face validity

The extent to which a test appears to be valid

Barnum statements
Statements, such as those used in astrological
forecasts, that are so general that they can be
true of almost anyone.
Finding Reliability and Validity Information

Mental Measurements Yearbook (MMY)

A book containing information about the reliability


and validity of various psychological tests.

This contains information on over 2,700


psychological tests as well as reviews by test
experts.
Cost-efficiency
Cost-efficiency
Refers to achieving the best possible outcome at
the lowest possible cost.

Computer-adaptive
testing (CAT)
A type of test taken on a computer in which the
computer adapts the difficulty level of questions
asked to the test taker’s success in answering
previous questions.
ESTABLISHING THE
USEFULNESS OF A
SELECTION DEVICE
Cost-efficiency

Taylor-Russell tables
A series of tables based on the selection ratio, base
rate, and test validity that yield information about the
percentage of future employees who will be
successful if a particular test is used.
Cost-efficiency
Selection ratio
A series of tables based on the selection ratio, base rate, and test
validity that yield information about the percentage of future
employees who will be successful if a particular test is used.

number hired
Selection ratio number=
number of applicants
Cost-efficiency
Base rate
Percentage of current employees who are considered successful.

Proportion of Correct Decisions


Proportion of correct decisions
A utility method that compares the percentage of times a
selection decision was accurate with the percentage of successful
employees.
Proportion of correct decisions
Lawshe Tables
Tables that use the base rate, test validity, and applicant
percentile on a test to determine the probability of future success
for that applicant.

Brogden-Cronbach-Gleser Utility Formula


Utility formula
Method of ascertaining the extent to which an organization will
benefit from the use of a particular selection system.
Brogden-Cronbach-Gleser Utility Formula
To use this formula, five items of information must be known.

1. Number of employees hired per year (n) – The total number of employees hired
for a job in one year.
2. Average tenure (t) – The average number of years employees stay in a job,
calculated by adding all employees' years of service and dividing by the total
number of employees.
3. Test validity (r) – A measure of how well a test predicts job performance, based on
research or past studies.
4. Standard deviation of performance in dollars (SDy) – The difference in
performance value between an average and a good worker, estimated as 40% of
the employee’s yearly salary.
5. Mean standardized predictor score (m) – The difference between the average
test scores of hired and non-hired applicants, divided by the overall test score
variation.
Proportion of correct decisions
Determining the Fairness of a Test
Once a test has been determined to be reliable and valid and to have
utility for an organization, the next step is to ensure that the test is fair
and unbiased.
Measurement bias
Group differences in test scores that are unrelated
to the construct being measured.

Adverse impact
An employment practice that results in members of a
protected class being negatively affected at a higher
rate than members of the majority class. Adverse impact
is usually determined by the fourfifths rule.
Predictive bias
A situation in which the predicted level of job
success falsely favors one group over another.

One form of predictive bias is single-group validity,


meaning that the test will significantly predict
performance for one group and not others.
Differential validity
The characteristic of a test that significantly predicts a criterion for
two groups, such as both minorities and nonminorities, but predicts
significantly better for one of the two group.

Another important aspect of test fairness is the perception of fairness


held by the applicants taking the test. Factors that might affect
applicants’ perceptions of fairness include the difficulty of the test, the
amount of time allowed to complete the test, the face validity of the test
items, the manner in which hiring decisions are made from the test
scores.
Making the Hiring Decision
After valid and fair selection tests have been administered to a group of applicants,
a final decision must be made as to which applicant or applicants to hire.
(1) separation from nature
(2) lack
If more thanofone
meaningful interpersonal
criterion-valid relations
test is used, the scores on the tests must be
(3) alienation
combined. from
Usually, thisone’s authentic
is done self procedure known as multiple
by a statistical
regression.
Multiple regression
A statistical procedure in which the scores from more than one
criterion-valid test are weighted according to how well each test score
predicts the criterion.
Top-Down Selection
Selecting applicants in straight rank order of their
test scores.

Unadjusted Top-Down Selection


With top-down selection, applicants are rank-ordered on
the basis of their test scores. Selection is then made by
starting with the highest score and moving down until all
openings have been filled.
Compensatory approach

A method of making selection decisions in which a high


score on one test can compensate for a low score on
another test.

assumption is that if multiple test scores are used, the


relationship between a low score on one test can be
compensated for by a high score on another.
Rule of three

A variation on top-down selection in which the names of


the top three applicants are given to a hiring authority
who can then select any of the three.

which the names of the top three scorers are given to


the person making the hiring decision (e.g., police chief,
HR director)
Passing score
The minimum test score that an applicant must achieve
to be considered for hire.

Notice the distinct difference between top-down


selection and passing scores. With top-down selection,
the question is, “Who will perform the best in the
future?” With passing scores, the question becomes,
“Who will be able to perform at an acceptable level in the
future?”
Multiple-cutoff approach
A selection strategy in which applicants must meet or
exceed the passing score on more than one selection
test.

Multiple-hurdle approach

Selection practice of administering one test at a time so


that applicants must pass that test before being allowed
to take the next test.
Banding
A statistical technique based on the standard error of
measurement that allows similar test scores to be
grouped.
Standard error of measurement (SEM)
The number of points that a test score could be off due
to test unreliability.
To compute this statistic, we obtain the reliability and
standard deviation (SD) of a particular test either from
the test catalog or we can compute it ourselves from the
actual test scores.
THANKYOU FOR LISTENING!

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