Understanding Errors in Selection Decision Making When using any kind of test, both test admin istrators and test takers want to in believe the results and rely on them when making deci sions. Think about a medical test, for example. If a patient has taken a screening test for diabe tes, a result that is accurate will help the patient and physician determine what to do. If the test results are negative, the patient would believe that he does not have diabetes and would go on living life as before. Alternatively, if the results are positive, the patient would consult with his physician to plan out a course of treatment. The decision made by the patient clearly depends on the results of the testwhich he trusts are accurate. The same thing occurs when we use tests to help us make hiring decisions. Errors in testing can and do occur. Two different types of errors in particular can happenfalse positive and false negative. In the preceding example, how would things change for our patient if the test results were inaccurate? If the results of the test are negative but in fact the patient does have diabetes, then his health will suffer because of lack of treatment. This is a false negative, when the test results incorrectly indicate that the individual does not have some condition. Conversely, if the results of the test are positive but the patient does not really have diabetes, he will treat a condition that he does not have and perhaps become ill. This is a false positive, when the test results incorrectly indicate that the individual does have some condition. Think about this in terms of employment testing. If a company administers a test that results in inaccurate assessment of applicants, then some unqualified people might be hired, and some qualified people might not be hired. In either case, the company would not be making the best hiring decisions, and employee performance would probably be lower than if the test were more accurate. Look at the graph below. There are four quadrants titled A, B, C, and D.In quadrant A, the results of the selection

test indicate that the applicant will not perform

well on the job. However, if the person were

hired anyway, he would turn out to be a high

performer. Thats the false negative. In quadrant

B, the results of the selection test indicate

that the applicant will be a high performer.

The person is hired and he is, in fact, a high

performer. Thats a correct decision, a true

positive. Now its your turn, so answer the

following questions:

1. Can you explain the results in quadrants

C and D?

2. What are the implications to those making

selection decisions? How can we reduce

the number of false positive and false

negative results?