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This presentation explores the critical concepts of establishing cut scores for hiring applicants, comparing top-down hiring versus sequential approaches. It discusses how high and low cut scores impact applicant selection and the implications for workforce quality. The focus is on understanding the minimum acceptable performance levels for candidates, the advantages of different selection methods, and strategies to reduce false positives while being mindful of potential candidate loss. It aims to provide insights for effective decision-making in recruitment and selection.
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1. Decision Making
2. <Kammeyer-MuellerEEO Slides> Cut Scores Establishing cut scores vs. top down hiring
Using high cut scores
Using low cut scores
3. <Kammeyer-MuellerEEO Slides> How Can You Select Applicants Cut scores
The minimum level of performance that is acceptable for an applicant to be considered
Methods of selecting from applicants
Minimum qualification
Hire sequentially based on the first applicants who score above the cut score for the job
Top down hiring
Give job offers starting from the most qualified and progressing to the lowest score (ensuring all scores are above the cut point)
When is each method used? What are the advantages of each method?
4. <Kammeyer-MuellerEEO Slides> Increase cut score to reduce false positives (but lose lots of people)
