Background: Company X primarily uses two techniques to evaluate job applicants: (a) intelligence as measured by a standard IQ scale, and (b) a formal interview in which they are judged on a 1 (Poor) to 7 (Excellent) scale. An Industrial-Organizational Psychologist working for Company X is interested in investigating the validity of this selection process. To do so he collects data from the personnel files of 17 employees hired during 2007. He records their IQ score, interview score, and the result of their 1-year performance review in which their work performance was assessed on a scale from 0 (Very Poor) to 10 (Very Good).

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IQ INTERVIEW PERFORMANCE 103 7 5 119 5 9 100 4 7 103 7 6 112 5 9 129 6 10 89 6 7 99 6 5 84 7 7 104 4 7 89 4 8 132 6 8 87 109 139 93 83 44525 7 9 10 7 5