Imagine and describe a staffing system for a job in which no measures are used.

Describe how you might go about determining scores for applicants' responses to

$($a$)$ interview questions,

$($b$)$ letters of recommendation, and

$($c$)$ questions about previous work experience.

Give examples of when you would want the following for a written job knowledge test:

$($a$)$ a low coefficient alpha $($e$.$g$.,$ a $=\mathrm{.}35)$ 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?