Selection utility in the occupation of U.S. park ranger for three modes of test use.

This study presents an analysis of the selection-utility implications of employing a valid test versus a structured employment interview in the selection of park rangers in the U.S. Park Service. Values of the standard deviation of job performance in dollars (SDy) were estimated using the method presented by Schmidt, Hunter, McKenzie, and Muldrow (1979) The impact on employee output of three modes of selection test use was examined: (a) top-down selection, (b) minimum required test scores equal to the mean and (c) minimum score at one standard deviation (SD) below the mean Top-down selection produces an increase in average productivity of about 13% This 13% increase translates into very large savings in dollar terms. Where the minimum required score was set at the mean, dollar value of output gains was only 45% as large as dollar value for top-down selection The percentage increase in output was 5.9% When the cutoff score was 1 SD below the mean, dollar value of output gains was only 16% of the top-down figure, and the percentage increase in output was only 2.1% It was concluded that employers using the minimum test score cutoff method of test use were doing so at substantial economic cost Questions related to the effects of psychological interventions on employee job performance and productivity have received increasing attention recently (Alluisi