personnel-selection

Use when preparing the administration documentation / manual for an operational selection procedure — the materials administrators and users need to administer, score, interpret, secure, and communicate the procedure consistently. Covers administrator qualifications, the testing environment, scoring/interpretation, security, candidate communications and feedback, reassessment, nonstandard administrations, data retention, and review/updating. Triggers: "administration manual", "test administration documentation", "test security", "candidate feedback", "retest policy", "reassessment", "data retention for test scores", "proctoring / unproctored internet testing".

Use when assessing candidates with disabilities or from different linguistic/ cultural backgrounds — deciding and documenting selection-procedure accommodations vs. modifications, preserving score comparability and construct measurement, and handling translation/adaptation. Covers the accommodation-vs- modification distinction, the candidate dialog, score handling, documentation, legal limits, and consistency with operational use. Triggers: "test accommodation", "disability accommodation", "modify a test", "extended time / Braille / screen reader", "construct-irrelevant barrier", "translate a test", "linguistic/cultural background", "ADA testing".

Use when building validity evidence by linking selection-procedure content to the work domain — demonstrating that the procedure samples important work behaviors, activities, and/or worker KSAOs defined by an analysis of work. Covers defining the content domain, SME qualifications and linkage judgments, sampling the domain, fidelity/specificity, competency-model foundations, and evaluating content evidence. Triggers: "content validity", "content-based strategy", "work sample", "job knowledge test", "link test content to the job", "SME linkage ratings", "no criterion data available".

Use when designing, conducting, or evaluating a criterion-related validity study — demonstrating an empirical relationship between selection-procedure (predictor) scores and work-relevant criteria. Covers predictive vs. concurrent designs, criterion development (relevance/contamination/deficiency/ reliability/bias), predictor choice, participant sampling, statistical power, data analysis, corrections for range restriction and unreliability, and combining predictors/criteria. Triggers: "criterion validity", "predictive/ concurrent study", "validity coefficient", "correct for range restriction", "criterion measure", "is the test related to performance".

Use when evaluating fairness and bias of a selection procedure — distinguishing the several meanings of "fairness," testing for predictive bias (differential prediction via moderated regression), and examining measurement bias (DIF, item sensitivity review). Covers what subgroup-mean differences do and don't imply, when bias analyses are warranted, and the statistical pitfalls. Triggers: "adverse impact vs bias", "differential prediction", "predictive bias", "measurement bias", "DIF analysis", "is the test fair / biased", "subgroup differences", "item sensitivity review".