Article: A Computational Procedure for Ssetting Cutoff Scores for Multiple Tests Journal: Journal of Business and Management (JBM) 1999 Vol.6 No.2 pp.86 - 98 Abstract: Organizations commonly use several different predictors such as ability tests, personality tests, interviews, and reference checks in selecting employees. In fact, the use of multiple predictors serves as a good way of triangulating on applicants' abilities to do the job and generally provides better prediction of job performance than a single predictor. However, in using multiple predictors, organizational decision-makers are faced with the challenge of how to make sense of the various, and sometimes conflicting, sources of information about applicants in order to make an informed decision. Setting a cutoff score on a single predictor is relatively straightforward. However, the setting of cutoffs on multiple predictors has not been satisfactory. This study demonstrates the feasibility of a computational procedure for setting multiple cutoffs. Such a procedure should be more cost-effective and accurate than the subjective methods currently used. Inderscience Publishers - linking academia, business and industry through research

Title: A Computational Procedure for Ssetting Cutoff Scores for Multiple Tests

Authors: Zvi Drezner; George Wesolowsky; Willi Wiesner

Addresses: Author address listing can be found in the "About the Authors" section at the end of the article.

Abstract: Organizations commonly use several different predictors such as ability tests, personality tests, interviews, and reference checks in selecting employees. In fact, the use of multiple predictors serves as a good way of triangulating on applicants' abilities to do the job and generally provides better prediction of job performance than a single predictor. However, in using multiple predictors, organizational decision-makers are faced with the challenge of how to make sense of the various, and sometimes conflicting, sources of information about applicants in order to make an informed decision. Setting a cutoff score on a single predictor is relatively straightforward. However, the setting of cutoffs on multiple predictors has not been satisfactory. This study demonstrates the feasibility of a computational procedure for setting multiple cutoffs. Such a procedure should be more cost-effective and accurate than the subjective methods currently used.

Keywords: Ability tests; job performance; cutoff score; setting of cutoffs; multiple predictors.

DOI: 10.1504/JBM.1999.141056

Journal of Business and Management, 1999 Vol.6 No.2, pp.86 - 98

Published online: 05 Sep 2024 *

Title: A Computational Procedure for Ssetting Cutoff Scores for Multiple Tests

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