Improperly assessing and measuring candidates’ characteristics can lead to systematically hiring the wrong people, offending and losing good candidates, and even exposing your company to legal action.

Measurement is essential to making good hiring decisions. Improperly assessing and measuring candidates’ characteristics can lead to systematically hiring the wrong people, offending and losing good candidates, and even exposing your company to legal action. By contrast, properly assessing and measuring candidates’ characteristics can give your organization a competitive advantage.
After reviewing Chapter 8 in your textbook, answer the following questions:
What types of measures of job candidates are most likely to be high in terms of their reliability and validity?
Does this make them more useful? Why or why not?
How would you explain to your supervisor that the correlation between interview scores and new hire quality is low and persuade him or her to consider a new job applicant evaluation method?
What correlation would you need to see before you were willing to use an expensive assessment test?
When would it be acceptable to use a measure that predicts job success but that has adverse impact?
What do staffing professionals need to know about measurement?