When developing a selection process, a personnel consultant must consider criterion measures that are fair and valid for applicants. There are no mandates to follow either the multiple hurdle or the composite model; rather, the circumstances will indicate that one model may be more appropriate in a given situation. The Society for Industrial and Organizational Psychology’s Principles for the Validation and Use of Personnel Selection (2003) advocates using multiple criteria and methods in selection. In considering multiple methods and criteria in selection, the consultant must decide if prospective job candidates are to score above a specific cut–off point on each assessment (multiple hurdle model) or achieve a composite weighted score across all assessments (composite model). Using multiple assessments ensures greater coverage in covering job requirements, but there is a cost (Pulakos, 2005). Compare the ethical, legal, and business issues that may arise by using one assessment versus many.
For this Discussion, select one ethical, one legal, and one business issue stemming from how predictors are ordered in a multiple hurdle selection system.
Post by Day 4 descriptions of the ethical, legal, and business issues you selected. Then, select one of the issues and explain how it may affect a multiple hurdle selection system. Finally, describe two potential effects on the personnel selection process and how you may address them. Provide concrete examples and citations from the Learning Resources and current literature to support your post.
 
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