What is the Multiple Cut-off Approach?
In personnel selection, the multiple cut-off approach is a model in which an applicant for a job must meet a minimum score on each of several selection instruments (i.e., tests and inventories) in order to be hired.
The multiple cut-off approach is similar to the multiple hurdle model. In both the processes, there is a minimum level or minimum score that the candidates are required to meet in order to be considered for the job. However, unlike the multiple hurdle model that involves crossing one hurdle at a time and being given a score for each hurdle passed. The multiple cut-off approach involves considering the scores of the candidate simultaneously based on a variety of assessments. The multiple cut-off approach requires the candidates to achieve the cut-off score for all the dimensions with no exceptions, failing which, they are considered unfit for the position of employment.
The broad outline of a typical selection process includes:
- Initial applicant contact
- Prescreening
- Application forms
- Applicant testing
- Interviews
- Background and reference checking
- Conditional job offer
- Medical/drug testing
- Offer and acceptance
What is the difference between a multiple cut-off approach and multiple hurdle approach?
Unlike the multiple hurdle approach, which entails crossing one hurdle at a time and receiving a score for each one cleared, the multiple cut-off approach considers the candidate's results from a range of evaluations all at once. The multiple hurdle approach is efficient, eliminating candidates at each step of the process. The multiple cut-off approach allows for a fuller examination of every candidate and enables a candidate to compensate for a weakness or poor performance in one stage. However, it is more time-consuming and expensive.
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