Certified Human Resource Professional (CHRP) Practice Exam

A job applicant applied twice to the same organization. The first time, the applicant did very poorly on the selection test, but then scored very high 4 weeks later. What can be concluded about the selection test?

1. It has low validity

2. It has low reliability

3. It has range restriction

4. It has test-retest bias

The correct answer is: It has low reliability

The conclusion that the selection test has low reliability is based on the significant difference in the applicant's scores between the two time points. Reliability refers to the consistency of a measurement tool; a reliable test should yield similar results under consistent conditions. In this scenario, the applicant's initial poor performance followed by an exceptionally high score just four weeks later suggests that the test did not produce stable, repeatable results. If the test were reliable, one would expect that the applicant's scores would be relatively consistent when taken at different times, assuming no significant changes in the applicant's knowledge or skills. The drastic change in the score indicates the possibility that the test may be influenced by factors such as question phrasing, test-taker's mood or stress levels, or other external variables, rather than measuring an accurate representation of the applicant's abilities. The other options relate to different aspects. Low validity would imply that the test does not measure what it is intended to measure, while range restriction pertains to a scenario where the variability of scores is limited due to selection criteria. Test-retest bias usually involves systematic variations between tests taken by the same individual over time, not merely fluctuations in scores. Therefore, the substantial score difference points more directly to low reliability of the selection test