Week 5 DQ 2 – Response to fellow classmate – Gwen Mendez

The multiple hurdle approach is part of the multiple cutoff approach where predictors are regulated in a prearranged sequence and then the potential employee is measured on following a forecaster if the score is actually above the cutoff of the previous forecaster (Levy, 2013). The multiple cutoff approach is used that incorporates passing or cutoff scores for the potential applicants for a job selection and the scores need to be higher than the cutoffs to be a predictor (Levy, 2013). There are different strengths that can be identified when it comes to certain jobs (Levy, 2013). So, the multi-hurdle process should be utilized when there is either a small or large number of candidates to consider for the job at hand. (Levy, 2013). It would be up to the organization to see if it is financially a smart move when the candidates are at a lower percentage (Levy, 2013). For example, the company could use predictors such as a cognitive ability test, a personality test, a work sample test, and an interview and are usually organized from the least to the most expensive cost (Levy, 2013). Structured interviews are best when looking for a potential employee since standardized job analysis questions are asked of each applicant (Levashina, Hartwell, Morgeson, & Campion, 2014; Levy, 2013). This is because each participant would have the identical questions asked in the same order which will increase reliability and fairness when the applicants are compared to each other (Levy, 2013). Multiple interviewers do not add validity to the hiring decision since there is inconsistency with communication since no two people are alike. Please provide a 150-200 word response to the question and please use at least 1 reference. Also please cite reference in APA 6th edition format and please provide doi or www info for reference if applicable.