Scoring and Evaluation Flashcards
7 cards from real CBST practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Scoring and Evaluation flashcards as text
A CBST score report shows a candidate's math percentile as 62 and verbal percentile as 88. For a data-entry role, which sub-score should the employer weight more heavily?
Answer: Math, because data-entry accuracy depends more heavily on numerical skill
For data-entry roles that require numerical accuracy, the math sub-score is the most job-relevant predictor of success.
What statistical concept explains why a candidate who retakes the CBST shortly after their first attempt often scores slightly higher?
Answer: Practice effect / familiarity with test format
Retesting shortly after the first attempt often yields higher scores due to familiarity with item types and format, known as practice effect.
Why might two candidates with identical CBST raw scores receive different percentile ranks?
Answer: Because percentile conversions depend on the norm group version used at the time of scoring
If different norm tables are used (e.g., updated norms vs. older norms), the same raw score can map to different percentile ranks.
An employer notices a candidate's CBST score is very high but their job performance is poor. What does this most likely suggest?
Answer: Cognitive ability is necessary but not sufficient — other factors like motivation or culture fit also matter
Cognitive ability predicts a range of performance, but non-cognitive factors like engagement, personality, and fit also affect outcomes.
What is the recommended approach when a CBST cutoff score is established for a new job role with no prior performance data?
Answer: Use industry benchmark percentiles and conduct a follow-up validity study once performance data is available
Starting with industry benchmarks and validating the cutoff against real performance data over time is the best practice for new roles.
Which factor most reduces the reliability of CBST scores as a hiring tool?
Answer: Small sample sizes used to establish role-specific validity
Small sample validity studies produce unstable correlation estimates, reducing confidence in the score's predictive power for that role.
In the context of CBST score evaluation, what does 'incremental validity' refer to?
Answer: The additional predictive value the CBST adds beyond other selection tools already in use
Incremental validity measures whether adding the CBST to an existing selection process improves the prediction of job performance beyond what other tools already predict.