Many organizations use multiple tests or assessments in their selection plan. Th

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 would 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.

In a compensatory model, candidates are allowed to take all of the tests, either simultaneously or in order.

Question# When and why you would choose to use a multiple hurdle approach or a compensatory model. Thus, explaining how they can be combined.

Explanation / Answer

Multiple Hurdle approach can be useful when there are large number of applicants for a position and openings are less compared to the proportion of applicants. This strategy is a more refined approach for selecting the most deserved candidate from a pool of applicants. It helps in saving time as the candidates are screened out as per their scores at each level.

Compensatory model approach includes a combined and single test for all the applicants for assessment. This method saves time and can be used for mass hiring as some of the areas where the candidate score is low can be compensated with performance in other areas.

Combination of both these approaches can be done for a more focussed hiring method. The candidates who lack the basic qualities or skills can be eliminated by the multiple hurdles approach and then the selected candidates in the second round of assessment can be tested using a compensatory model. This can help in saving time of management and using qualitative approach for the final selection of the candidates. Compensatory model is more a subjective approach whereas the multiple hurdle aparoach is more objective approach to selection of candidates.

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