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Reliability-validity and testing discussion questions

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Reliability, Validity, and Testing Discussion Questions

  1. Can an invalid selection test be reliable? Can an unreliable selection test be valid?
  2. What types of measures of job candidates are most likely to be high in terms of their reliability (consistency in applicants' scores) and validity (accuracy for predicting performance)? Why is this so? Would higher reliability and validity make them more useful tests? 
  3. What correlation would you need to see before you were willing to use an expensive assessment test?
  4. How would you explain to your supervisor that the correlation between interview scores and new hire quality is low and persuade them to consider a new job applicant evaluation method? Assume your supervisor is unfamiliar with statistics. 
  5. No selection test can perfectly predict job performance. For example, even some best tests exhibit only a 0.5 or 0.6 correlation with outcomes (e.g., performance, turnover, etc.). Why go to all the trouble of sometimes costly and time-consuming assessments when there are no guarantees they will result in a successful hire?

Reference no: EM133030036

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