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Imagine and describe a staffing system for a job in which there was no measurement used. Describe how you might go about determining scores for applicants’ responses to: a. interview questions, b. letters of recommendation, and c. question about previous work experience. Give examples of when you would want the following for a written job knowledge test: 1. a low coefficient alpha (e.g., alpha = .35), and b. a low test-retest reliability. Assume you gave a general ability test, measuring both verbal and computational skills, to a group of applicants for a specific job. Also assume that because of severe hiring pressures, you hired all of the applicants, regardless of their test scores. How would you investigate the criterion-related validity of the test? Using the same example as in question four, how would you go about investigating the content validity of the test? What information does a selection decision-maker need to collect in making staffing decisions? What are the ways in which this information can be collected?
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