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Cutoff Scores in Selection Testing
Organizations often establish cutoff scores for selection tests to screen applicants. While these are typically minimum thresholds that a candidate must meet to advance, some employers also use maximum cutoffs. A maximum cutoff score is an upper limit; candidates scoring above this are disqualified. This practice is sometimes used when an organization believes that exceptionally high scores on a particular trait, such as cognitive ability, may correlate with negative job outcomes like boredom or dissatisfaction.
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Ch.13 Industrial-Organizational Psychology - Psychology @ OpenStax
Psychology @ OpenStax
Introduction to Psychology @ OpenStax Course
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OpenStax Psychology (2nd ed.) Textbook
Psychology
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Use of Personality Tests in Employee Selection
Validation of Selection Tests
Types of Tests in Employee Selection
Cutoff Scores in Selection Testing
Case Study: Robert Jordan v. New London Police Department
Evaluating an Employee Selection Process
A rapidly growing tech company needs to hire several entry-level software developers. The hiring manager decides to use a single assessment for all applicants: a highly competitive abstract reasoning test designed to measure raw problem-solving ability. The company plans to hire only those who score in the top percentile. Based on principles of effective employee selection, what is the most significant weakness of this approach?