Due at 12am tonight RESPOND TO THE FOLLOWING one DQ and (2) CLASSMATES SEPERATLEY IN A WORD COUNT OF 175 EACH!!

Megan 

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 Can an employer have selection procedures for new recruits that use cut off scores at one stage of the hiring decision process and a compensatory approach at another stage of the hiring process? Give an example.

Before completely answering this question one must know what cutoff scores and the compensatory approach actually are. Cutoff scores is a score established to sift out unreserved candidates in a pre-employment test (Cohen, Swerdlik & Stuerman,2018). Cutoff scores can come in handy when trying to filter out individuals that may not score high enough for a position (Cohen, Swerdlik & Stuerman, 2018). Meaning that they didn't have enough knowledge to make it farther in the hiring process. According to Cohen, Swerdlik, & Sturman (2018), compensatory approach is the theory that high scores on one aspect can in fact balance out or recompense for low scores. This insinuates that individuals strong in one area and weak in another can actually execute effectively in a position as another person with restrained abilities in an area pertinent to position in which he or she is interviewing for. Ultimately, the answer is yes an employer cold use both cut off scores and compensatory approach. an example of this would be a person applying for a aid position in a special education class. This person has a special needs child her self and lots of experience working with children besides her own. So in the preliminary testing the lady scores high in her knowledge of special needs and children. However, in self interview part the applicant doesn't have any experience working with parents. So he or she would need to work on that. The applicant would more thank likely do great but may not make it threw the second part of the test with no experience with parents. Using both cutoff scores and compensatory approach would benefit this applicant in the hiring process.

Cohen, R. J., Swerdlik, M. E, & Sturman, E. D. (2018). Psychological testing and assessment: An

 introduction to tests and measurement (9th ed.). New York, NY: McGraw-Hill.

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Rudy 

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How would you go about making a judgment regarding the utility of a published test? What factors would you consider? What resources would you use?

If I was going to make a judgment regarding the utility of a published test, I would first make sure I did my research on it before I did start to use this test. there are plenty of different kind of test that psychology professionals use and there are a few that I tend to use that have help me to help those that have mental health related issues. I also check in to these tests because I want to see if these are popular used test or if they are test that are used very little. I like to know if there is a small margin of error and other things that could throw something off. I would not want to use a test if it was only given me the right answers I need about 25 percent of the time. The best thing that I could also do is do research on the references that the people that helped to create that test (Committee on Psychological Testing, 2015). This can also help me to see what kind of information they were working with and see if this test is really worth using.  

Committee on Psychological Testing, et al. (2015). Psychological Testing in the Service of Disability Determination. Retrieved from https://www.ncbi.nlm.nih.gov/books/NBK305233/ 

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