Final answer:
Poor validity in selection tests like standardized tests, IQ tests, and job selection tests can result in biased decisions, overlooked capable candidates, and perpetuation of existing power structures.
Step-by-step explanation:
Poor validity of selection tests such as standardized tests, IQ tests, and employment screening exams can lead to significant consequences in various settings. For example, in the academic realm, standardized tests like the SAT have been scrutinized for biased questions and a lack of accurate prediction in a student's future performance, potentially inflating their predictive validity by up to 150%. This has led to a shift in how institutions value these scores during admissions.
In the context of employment, using selection tests with cutoff scores can result in excellent candidates being overlooked due to a mismeasurement of their actual abilities. This was exemplified in the case of Robert Jordan who was denied a position in a police force due to scoring too high on the Wonderlic Personnel Test. Additionally, statistical discrimination can occur when employers make hiring decisions based on incomplete information from resumes and test results, sometimes leading to biased hiring practices.
Biases in IQ tests are another concern, as they may assess cultural knowledge rather than true intelligence, which can perpetuate educational inequality. Likewise, in polling and surveys, poor design and methods can lead to incorrect predictions about public opinion or behaviors, as respondents may not provide accurate responses.
This overall lack of validity means that decisions based on these tests may maintain existing power structures rather than accurately identifying capable individuals. Employers and educators must be critical of the tests they use and consider a broader set of measures to evaluate individuals fairly and effectively.