1)Why should a selection system be based on science?

2)You have spent months validating a cognitive ability test designed in-house for hiring your delivery truck drivers. Your tests show a correlation coefficient of 0.3. Should you continue using the test? Why or why not? List some possible observations about your delivery truck drivers that would support your answer.

3)List 3 factors that may affect reliability. Which of these factors can most likely be controlled or influenced by HR? Explain.

4)Your manager has instructed you to implement an EI test as part of external recruitment and internal promotions for all manager level roles. What would you advise your manager about doing this - use at least 3 concepts from Chapter 2 to explain your concerns or support for EI tests?

5)Explain why a "true score" could be higher than the score received in a first attempt.

6)Why would HR be more likely to use "internal consistency" over "test and retest" or "alternate forms?"

7)In what situation would an HR specialist rely on "validity generalization?"

8)Why is achieving "fairness" more complex or difficult than addressing "bias?" What might be an indicator that "bias" is negatively impacting your system?