Your boss is considering using a new predictor. The base rate is high, the selection ratio is low, and the validity coefficient is high for the current predictor. What would you advise your boss and why?

What are the positive consequences associated with a high predictor cut score? What are the negative consequences?

Under what circumstances should a compensatory model be used? When should a multiple hurdles model be used?

What are the advantages of ranking as a method of final choice over random selection?

What roles should HR professionals play in staffing decisions? Why?

What guidelines do the UGESP offer to organizations when it comes to setting cut scores?