ABSTRACT
This chapter focuses on the use of tests and test scores relevant to employment selection settings. It discusses top-down selection, setting cut scores, banding, multiple hurdles, selection to fit a profile, and context-based selection. Test administration mode generally refers to paper-and-pencil versus computer administration, and proctored versus unproctored administration. Several decisions pertaining to the collection of test scores can influence data quality as well as applicant satisfaction with and legal defensibility of the process. A common and effective strategy for enhancing test security is creating alternate forms of the test, thus increasing test security while maintaining comparable scores across forms. If the unproctored test scores can be linked to the proctored test scores via the applicant name or identification number, then the number of constructs assessed can be increased without increasing proctored testing time. The need to create alternate test formats may arise when seeking to test different subgroups of individuals in a comparable manner.
