The application of universal cutoff scores in hiring decisions presents a significant dilemma. While these thresholds can streamline the selection process, they also carry the risk of disqualifying potentially strong employees. This creates a critical debate about when such rigid criteria are genuinely beneficial for an organization versus when they might be counterproductively filtering out valuable talent.

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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.

Cutoff Scores in Selection Testing

Spielman, R. M., Jenkins, W. J., & Lovett, M. D. (2020, April 22). Psychology (2nd ed.). OpenStax. https://openstax.org/books/psychology-2e/pages/1-introduction

OpenStax Psychology (2nd ed.) Textbook

The rationale for implementing an upper cutoff score in employee selection is often rooted in concerns about person-job fit. Employers may theorize that candidates who are significantly overqualified or possess cognitive abilities far exceeding the demands of a role will experience boredom and job dissatisfaction. This could potentially lead to lower motivation, reduced performance, and higher employee turnover rates.

Rationale for Upper Cutoff Scores in Hiring

In a notable case, Robert Jordan was rejected for a police officer position in New London, Connecticut, because his score on the Wonderlic Personnel Test (WPT) was considered too high. His score of 33, equivalent to an IQ of 125, surpassed the department's maximum cutoff of 27 (IQ of 104). The department's policy was based on the belief that individuals with higher cognitive abilities might become bored and dissatisfied with police work. Subsequently, Jordan sued the department, claiming his rejection constituted discrimination and a violation of his civil rights under the equal protection clause. However, the 2nd U.S. Circuit Court of Appeals ruled against him, affirming that no discrimination had occurred because the same hiring standards were applied equally to all applicants.

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