Show:
Terminology
Examples
Methods & Strategies
Miscellaneous
100
This occurs when identical standards or procedures are applied to everyone, despite the fact that they lead to a substantial difference in employment outcomes for the members of a particular group and they are unrelated to success on a job.
What is adverse impact?
100
How applicants perceives the validity and relevance of the test to the job they’re applying for.
What is procedural justice?
100
This strategy states that predictor test scores are collected from existing job incumbents and the results are correlated with either current measures of job performance or file records of past performance.
What is concurrent validation?
100
Selecting items on the basis of reduced adverse impact and compromising construct validity (and reliability)
What is the golden rule?
200
The correlation or other statistical relationship between selection test score and job performance.
What is criterion validity
200
Scoring low on a test and an individual is a poor performer (and vice versa) is said to have high what?
What is criterion-related validity?
200
This strategy states that predictor test scores are obtained from job applicants at the time of hire.
What is predictive validation?
200
This court case states that the method of pass-fail cutoff does not absolve organizations of the responsibility for validating the initial test even if the bottom-line impact favors protected groups
What is Connecticut v. Teal (in 1982)
300
A demonstration that the material of the test reflects important job-related behaviors and measures important job-related knowledge or skills.
What is content related validity
300
This is an example of additional evidence of the validity of an employee selection test and higher ranges (above .35) of this are customary for considering tests to be valid.
What is validity coefficient?
300
This method is used when organizations want to use a test for selecting individuals for a specific job and choose to use a test purchased from a commercial vendor.
What is validity generalization?
300
A company using a valid test might meet legal requirements by taking the top scorers on a test scores until they reach a sufficient number of minorities to comply with what?
What is the 80% rule?
400
Evidence that a test measures the abstract characteristics that are important to successful performance of the job.
What is contruct-related validity?
400
This is one example or recommendation of how to resolve selection and validity issues?
What is Create tests that are legal under the current requirements. • Choose among applicants with equal education, recognizing that affirmative action has produced differences ranging from 1.4 to 1.6 standard deviations in IQ within college graduates with common majors. • Use race norming with top-down hiring methods. • Return to the original concept of affirmative action by scrapping discrimination law and encouraging companies to do the right thing and exercise social conscience and fairness
400
This method is based on a thread of psychometric theory that holds that small differences in test scores are quite possibly due to measurement error and, therefore, these differences within an acceptable group are considered irrelevant for interpretation and decision-making purposes.
What is the banding approach/method?
400
This is a process in which test scores are adjusted on the basis of ethnic background by converting raw scores into percentiles based on the distribution of scores within each group to limit the effects of adverse impact and maintain larger portions of minorities in applicant pools.
What is race-norming?