Final answer:
The cutoff scoring method is used in hiring processes to filter candidates based on test scores that differentiate high- and low-performers. It helps organizations make informed decisions about who progresses in the hiring stages, but it can also pose discrimination concerns when accompanied by imperfect information.
Step-by-step explanation:
The scoring methodology that helps measure application blank information by the degree to which the information differentiates between high- and low-performing individuals is known as a cutoff scoring method. Hiring processes often involve the use of cutoff scores to evaluate a candidate's eligibility for a job role. When administering tests as part of the selection procedure, organizations may set cutoff scores for each test to determine whether an applicant should move forward to the next round in the hiring process. For example, IQ tests, job-specific skills assessments, or personality tests may be used and scored against a predetermined cutoff to filter candidates.
In some cases, discrimination issues can occur, as highlighted in the example of statistical discrimination where imperfect information about a candidate's potential productivity may lead to biased decision-making. Moreover, standardized tests are a means to ensure consistency across various candidates when evaluating their potential and abilities. When scores from such assessments are reported categorically (such as grading quiz scores with letters A through F), they can be used for classifying students or job applicants based on academic merit or potential.