A manufacturing company wants to determine the criterion-related validity of its selection methods. In the past, the company has had problems with turnover and with employees not performing up to standards. The company is in the process of trying to hire about 40 new employees to work on its assembly line. It has already established its applicant pool, and most applicants already took the selection test. The selection test involves physical ability testing and work samples.

After some of the applicants are hired, the company does not plan to hire again for another year. Therefore, time is not an issue when determining the validity of its measures. The company really wants to use the most superior method possible for determining the validity of its selection measures.

1. The manufacturing plant should

Establish an empirical relationship between applicants' test scores and their eventual performance on the job

Compare test scores of applicants to those of people already successful on the job

Correlate test scores of people currently in the job to their own performance

2. The company should focus on the measure that

Takes more time but provides more details

Compares applicants with job incumbents

Takes the least amount of time for more efficient results

3. The steps an organization should take when using predictive validations are

Measure all job applicants on attributes, hire some candidates, wait, and measure performance

Obtain a correlation between current employees' attributes and the job applicant's attributes, then hire applicants that have similar attributes to current employees.

Measure current job incumbents' attributes and performance, and rate them on a scale to use during the interview process with job applicants.

4. The appropriate measure of validity for the manufacturing plant will be to

Establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job

Establish an empirical relationship between test scores taken after being hired and performance on the job

Correlate the test scores of the people already on the job with existing performance measures

5. The individuals of interest to the organization who should test the validity of its selection measures are

Current job incumbents

Job applicants and current incumbents

Current job applicants