1. Assume that you want to use a brand new Personality Test that you have created to assess each candidate's extroversion introversion. After examining this test's reliability, you have discovered that the test is not reliable. That is, you found that most persons taking this extroversion -- introversion personality test on two different days had radically different scores. What kind of reliability was used in this example?
2. Assume that you want to use an interview strategy that requires multiple interviewers in each interview. In fact, five interviewers attend each interview. What kind of reliability would be most appropriate in this instance? Explain how this kind of reliability measurement would work.
3. What is the easiest, "quick and dirty" way to judge the validity of a new selection method/predictor?
4. Assume that you want to hire a new bookkeeper for your company. And, assume further that you want to test each applicant's bookkeeping/accounting knowledge. Then, as a result, you develop a basic entry-level accounting test with a lot of debit, credit, income statement, and balance sheet questions. What kind of validity (worthwhile validation strategy) would make the most practical sense to show that this bookkeeping/accounting test is valid?
5. Assume that you want to use a brand new Emotional Intelligence (EQ) Test that you personally have created to assess each candidate's Emotional Intelligence (EQ). After examining this test's reliability, you have discovered that the test is not reliable. That is, you found that most persons taking this EQ test on two different days (two weeks apart) had radically different scores. Would you want to use this EQ test for selection purposes? Explain why or why not.