10.6 Setting Cut-off Scores: A Matter of Judgement
The next two decision-making models, Multiple Cutoff and Multiple Hurdle, use a cutoff score, so it is important to understand cutoff scores before we discuss these models.
Cut-off scores are set to identify the most qualified candidates for a position. There is no such thing as a cut-off score that is applicable to all situations, so judgment is required when setting cut-off scores.
A cut-off score represents a standard of performance set in a selection process to identify the most qualified candidate(s). In setting a cut-off score, you are deciding on the level of performance that a candidate must display to be considered further in the selection process. Often, the objective of identifying the most qualified candidate(s) will be achieved most efficiently by setting a standard of performance above the minimally acceptable level.
Higher scores on selection criteria are usually associated with higher levels of job performance, so the hiring manager will likely want to consider only those candidates showing higher scores. Whatever the initial preference of the manager, he/she will want to consider several factors before making a cut-off score decision.
Setting Cut-Off Scores
In setting a cut-off score, it is crucial to consider the level of competence required to perform the job. Regardless of other factors, a cut-off score should not be set below what would correspond to an acceptable level of job performance.
Other factors typically must also be considered in setting appropriate cut-off scores, for example:
- the anticipated or actual size of the applicant pool
- the labour market conditions
- the number of positions to be filled
If labour market conditions are such that there are many well-qualified candidates, it would be reasonable to require a very high performance standard.
Cut-off scores should be set by people with a good understanding of the position and the required level of job performance. Awareness of labour market conditions is also beneficial. Normally, the position manager to be staffed is the most appropriate person to set cut-off scores. The opinions of others knowledgeable in the area are also useful in making the final decision.
Cut-off Score Types
Setting cut-off scores may be divided into two major types: performance-related and group-related.
Performance-related cut-off scores
Performance-related cut-off scores are set by making a judgement about the test score or the qualification level corresponding to the desired level of job performance as outlined in the job description.
For example
- On a knowledge test: 80 correct answers out of 100 questions.
- On a test of lifting strength: lifting a weight of 20 kg.
Group-related cut-off scores
Group-related cut-off scores are set relative to the performance of the applicants in a reference group. This reference group may be the present group of candidates, last year’s group of applicants, or some other appropriate reference group.
For example
- On a test of managerial knowledge: a score in the top 5 percent of the applicant group.
- On a rating scale for interpersonal relations: the top 10 candidates.
The hiring manager will determine the most appropriate type, given the circumstances.
“Setting Cut-off Scores: A Matter of Judgement” by the Government of Canada used under the Crown Copyright – NonCommercial Reproduction Licence (Canada). This reproduction is not endorsed by the Government of Canada.—Modifications: Used sections A matter of judgement, What are cut-off scores?, Factors to consider in setting cut-off scores, Who should set cut-off scores?, Types of cut-off scores, edited.
