BUS 481 Lecture Notes - Lecture 10: Face Validity

• School: Simon Fraser University
• Department: Business Administration
• Course: BUS 481
• Professor: Peter Charlton

Document Summary

Unfair for the woman, disadvantage as a recruiter (cid:894)esp si(cid:374)ce she"s also a(cid:374) i(cid:374)tro(cid:448)ert(cid:895) Have job incumbent/others do the test, then create an average from those results. (cid:374)eeds to i(cid:374)clude ratio(cid:374)ale (cid:894)(cid:449)hy it"s (cid:374)ecessary(cid:895) Only 1 female among group of males. Rank critical attributes by importance & level of frequency. Need a number of predictors for each attribute. To select candidates, rely more on data than feeling (mechanical > judgment) Validity & reliability of each test determines what weight to apply to the test score. Min. cutoff scores good for screening stage. Once band created, not interested where ppl stand in the band. The more reliable, the smaller the band. Criticized b/c allows employers to ignore test scores altogether after the candidate moves onto the next round. May forget the candidate did well on the test. Sliding-band method = considers range of test scores as equivalent, given imperfect reliabilities for test & maximizes both utility & social objectives.