Question

Many organizations use multiple tests or assessments in their selection plan. There are essentially two approaches to evaluating candidates using multiple assessments: the multiple hurdle approach and a compensatory model.

First, passing or "cut" scores need to be set for each test or assessment. These can be set high or low, depending on whether you'd rather hire:

• More people who are less qualified – with a cut score of 60% or higher, most people will probably pass the test.

• Fewer people who are more qualified – with a cut score of 90% or higher, few people will probably pass the test.

• Alpha or Beta errors are also a factor…remember last module's Discussion Question?
• In a multiple hurdle approach, candidates are "knocked out" of the selection process after every given step. Say you ask candidates to take 1) an integrity test, 2) a job knowledge test and 3) a personality test, in that order. If Candidate A fails to achieve the cut score on the integrity test (say you'll only consider those who score at or above 85% and she scores 77%), there is no need for her to advance to the next test; she is out of consideration. If Candidate B passes the first 2 tests, but fails the personality test, he advanced further, but is still out of consideration.
• In a compensatory model, candidates are allowed to take all of the tests, either simultaneously or in order. No decision is made to eliminate any candidate until all tests have been taken. Often, a composite score is created, weighing and combining scores from each test. Thus if Candidate C does well on the integrity test and the job knowledge test, but poorly on the personality test, the better scores can compensate for the worse score.
• Provide a concrete example of when and why you would choose to use a multiple hurdle approach or a compensatory model. How could these approaches be combined?

Answer 1

An example when a multiple hurdle approach would be used is when the number of candidates who have applied for a post is more, for example in case of a software engineer job, let's say a lot of candidates have applied and the company wants to eliminate most of them who are not suitable for the job, then they would simply conduct a skill or knowledge test and eliminate them. An example when compensatory model can be used is when the number of candidates are less and the company has sufficient time and money to invest in recruitment, let's say for the role of consultant, the company has already specified certain minimum requirements for the job due to which limited candidates have qualified for interview rounds. In this case, the company will conduct all rounds and then decide which candidate to hire for the role. These approaches can be combined by using a model for evaluation of candidates wherein with each round, the candidates who do not qualify are allowed to appear for other rounds but their chances of being selected are less as compared to the candidates who clear the round. With each passing round, the names of such candidates are known who qualify all these rounds and the other candidates who did not qualify are allowed to participate in subsequent rounds but their chances are less. Hence in such a manner, these approaches can be combined by the companies.