COMMERCE 2BC3 Lecture Notes - Lecture 18: Inter-Rater Reliability, Job Performance
19 Oct 2020
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Document Summary
Selection as prediction: prediction can be problematic. Outcomes of test decisions: true positives, the people that are hired and do perform the job well. False negatives: the people that are not hired and would have performed the job well, don"t usually get information on this group except in sports. When you make selection decisions, you would like to reduce the false negatives and the false positives. Problems with false positives: high consequences for performance failures, high training costs, high turnover costs. Problems with false negatives: rare skill might not be found elsewhere, competitor could hire this person, position could be needed to be filled quickly. If you avoid more false positives, you would expand more false negatives. If you avoid more false negatives, you increase your false positives. The selection system standards: reliability, the consistency of scores produced by the use of a particular selection technique. How free is it from measurement error: two types of reliability:
