The conventional wisdom is that weighting alternatives is not worth the trouble. If you are selecting from the top ten percent of a test score range, an increase of .01 in the test validity coefficient will increase productivity by 0.0175 standard deviations. If your are going to hire on candidate with your test, it is probably not worth the effort to come up with weights for alternatives. In most of the reported research, the differences observed have been so small that the investigators wondered if they were random error. Theoretically, there is a modicum of value in those weights.
Weighting appears to add reliable variance.
If that variances is job related, and if it can be efficiently captured, consider capturing it. When there is more than one right way to do something, subject-matter specialists yearn to give more credit for a halfway decent response, than for a destructive response. They may make you an extra few bucks per candidate, which you will never be able to demonstrate. All rights reserved.