HSCO 502 TEST 3 PRACTICE SOLUTION 2026
TESTED QUESTIONS WITH FULL ANSWERS
◉ Test scores only provide indicators for constructs of interest.
Answer: No construct, diagnosis or refer question is perfectly
represented by any one test.
◉ The clinicican/counsleor interprets meaning of scores based on:.
Answer: - Scientific evidence about the construct
- Properties of the test used
- Sources of test scores (informants, testing situations, etc.)
- Client specific factors (age, developmental history, context of
symptoms)
◉ In business setting, psychological tests most often used to assist
with employee selection. Answer: - Interviews the most common
- Predictive validity
- May also be used to assess customers response to services
- Cost effective a central concern
- Industrial organization psychology
◉ Employee selection, Base rate. Answer: probability of job success
without a test
,- Presumably, a test has more value for jobs that are difficult (low
base rate)
◉ Example of base rate. Answer: - If 95% of all high school
graduates successfully graduated college, SAT/other measures
wouldn't be needed
- Because many don't succeed to aren't prepared, some selection
method/test is needed
◉ Selection ratio. Answer: - Number selected out of number applied
- Higher selection ratio=less selectivity
- Employee selection chart (Look it up)
◉ Employee selection. Answer: Base rate = True positives + False
Negatives
- % of people who are successful on the job
◉ Sensitivity. Answer: True positives/base rate
- Our ability to pick up on those who will be successful
- The lower to 1, the better
◉ Specificity. Answer: True negatives/false positives = true
negatives
, - Our ability to successfully screen out
- The closer to 1, the better
◉ Accuracy. Answer: Hits/total
- true positives + true negatives/total
◉ What error typically more problematic in employment situations.
Answer: Fake positives
◉ Fake positives. Answer: - Cost resources to hire train etc.
- Can cause problems in the workplace
- Cost resources to hire someone else int their place
◉ Raise the selection criteria to reduce false positives. Answer: E.g.,
graduate admission; there will be many false negatives
◉ Lower the selecction criteria to reduce false negatives. Answer:
e.g., suicidality in mental health screenings, there will be many false
positives but with the risk
◉ Incremental validity. Answer: - The extent to which additional,
useful information is provided by adding a test
- Does the use of a test increase "hits", sensitivity, or specificity
TESTED QUESTIONS WITH FULL ANSWERS
◉ Test scores only provide indicators for constructs of interest.
Answer: No construct, diagnosis or refer question is perfectly
represented by any one test.
◉ The clinicican/counsleor interprets meaning of scores based on:.
Answer: - Scientific evidence about the construct
- Properties of the test used
- Sources of test scores (informants, testing situations, etc.)
- Client specific factors (age, developmental history, context of
symptoms)
◉ In business setting, psychological tests most often used to assist
with employee selection. Answer: - Interviews the most common
- Predictive validity
- May also be used to assess customers response to services
- Cost effective a central concern
- Industrial organization psychology
◉ Employee selection, Base rate. Answer: probability of job success
without a test
,- Presumably, a test has more value for jobs that are difficult (low
base rate)
◉ Example of base rate. Answer: - If 95% of all high school
graduates successfully graduated college, SAT/other measures
wouldn't be needed
- Because many don't succeed to aren't prepared, some selection
method/test is needed
◉ Selection ratio. Answer: - Number selected out of number applied
- Higher selection ratio=less selectivity
- Employee selection chart (Look it up)
◉ Employee selection. Answer: Base rate = True positives + False
Negatives
- % of people who are successful on the job
◉ Sensitivity. Answer: True positives/base rate
- Our ability to pick up on those who will be successful
- The lower to 1, the better
◉ Specificity. Answer: True negatives/false positives = true
negatives
, - Our ability to successfully screen out
- The closer to 1, the better
◉ Accuracy. Answer: Hits/total
- true positives + true negatives/total
◉ What error typically more problematic in employment situations.
Answer: Fake positives
◉ Fake positives. Answer: - Cost resources to hire train etc.
- Can cause problems in the workplace
- Cost resources to hire someone else int their place
◉ Raise the selection criteria to reduce false positives. Answer: E.g.,
graduate admission; there will be many false negatives
◉ Lower the selecction criteria to reduce false negatives. Answer:
e.g., suicidality in mental health screenings, there will be many false
positives but with the risk
◉ Incremental validity. Answer: - The extent to which additional,
useful information is provided by adding a test
- Does the use of a test increase "hits", sensitivity, or specificity
