A Practical Procedure to Estimate the Quality and the Adverse Impact of Single-Stage Selection Decisions

The quandary posed by the conflicting goals of valid selection and a diverse workforce is one of the most perplexing problems facing the practice of personnel selection today. To help address the issue, the article presents a comprehensive method and a related computer program to estimate the expected adverse impact and the expected quality of the majority, the minority and the total selected work force. Compared to previous related procedures, the present method is much more general as it can address situations with both multiple predictor and multiple criterion dimensions. In addition, the expected effects can be computed given the overall selection ratio and the estimates are derived analytically and, hence, are accurate. To assist the selection practitioner, the method is made available as a free download from the Internet.

• Publication year

  2003

• Venue

  Social Science Research Network

• Publication date

  2003-03-01

• Fields of study

  Business, Psychology, Computer Science

• Identifiers
  DOI 10.1111/1468-2389.00229
• External record

  Open on Semantic Scholar

• Source metadata

  Semantic Scholar

• No claims are published for this paper.

• No concepts are published for this paper.

• Personality predictors of citizenship performance

  2001influential reference
• PRIOR SELECTION CAUSES BIASED ESTIMATES OF STANDARDIZED ETHNIC GROUP DIFFERENCES: SIMULATION AND ANALYSIS

  2001influential reference
• Determinants, Detection and Amelioration of Adverse Impact in Personnel Selection Procedures: Issues, Evidence and Lessons Learned

  2001influential reference
• High-stakes testing in employment, credentialing, and higher education. Prospects in a post-affirmative-action world.

  2001cited by this paper
• THE CONTROVERSY OVER SCORE BANDING IN PERSONNEL SELECTION: ANSWERS TO 10 KEY QUESTIONS

  2001influential reference
• Perspectives on Models of Job Performance

  2000cited by this paper
• DERIVATION AND IMPLICATIONS OF A META‐ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE PREDICTORS, AND JOB PERFORMANCE

  1999influential reference
• A note on the success ratio and the utility of fixed hiring rate personnel selection decisions

  1999cited by this paper
• Weighing job performance predictors to both maximize the quality of the selected workforce and control the level of adverse impact

  1999cited by this paper
• PERSONALITY MEASURES AND BIODATA: EVIDENCE REGARDING THEIR INCREMENTAL PREDICTIVE VALUE IN THE LIFE INSURANCE INDUSTRY

  1999cited by this paper
• A New Procedure for Computing Equivalence Bands in Personnel Selection

  1998cited by this paper
• Estimating and maximizing the utility of sequential selection decisions with a probationary period

  1998cited by this paper
• The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.

  1998cited by this paper
• The effects of varying conceptualizations of job performance on adverse impact, minority hiring, and predicted performance.

  1997influential reference
• Comparability of GATB scores for immigrants and majority group members: Some Dutch findings.

  1997cited by this paper
• Task Performance and Contextual Performance: The Meaning for Personnel Selection Research

  1997cited by this paper
• THE EFFECTS OF FORMING MULTI‐PREDICTOR COMPOSITES ON GROUP DIFFERENCES AND ADVERSE IMPACT

  1997influential reference
• Implications of the multidimensional nature of job performance for the validity of selection tests

  1997cited by this paper
• A Theory of Individual Differences in Task and Contextual Performance

  1997cited by this paper
• Adverse impact and predictive efficiency of various predictor combinations

  1997cited by this paper
• MULTI‐STAGE SELECTION STRATEGIES: A MONTE CARLO INVESTIGATION OF EFFECTS ON PERFORMANCE AND MINORITY HIRING

  1996influential reference
• Predicting Adverse Impact in Selection Testing

  1995influential reference
• Within-group norming and other forms of score adjustment in preemployment testing.

  1994cited by this paper
• Statistical Implications of Six Methods of Test Score Use in Personnel Selection

  1991cited by this paper
• Population comparisons based on an extreme fraction of the sample: A caveat

  1991cited by this paper

• A critical review of the use of cognitive ability testing for selection into graduate and higher professional occupations

  2023cites this paper
• Weighting admission scores to balance predictiveness‐diversity: The Pareto‐optimization approach

  2021cites this paper
• A framework for participatory selection of the school dean: Report of an experience

  2020cites this paper
• Widening access in selection using situational judgement tests: evidence from the UKCAT

  2016cites this paper
• Constraints to Succession Management in State Corporations in Kenya

  2016cites this paper
• Generating Race, Gender, and Other Subgroup Data in Personnel Selection Simulations: A Pervasive Issue with a Simple Solution

  2014cites this paper
• Differential validity for cognitive ability tests in employment and educational settings: not much more than range restriction?

  2014cites this paper
• Predicting the Outcomes of Single- and Multistage Selections When Applicant Pools Are Small and Heterogeneous

  2014cites this paper
• Predicting the Outcomes of Single- and Multistage Selections When Applicant Pools Are Small and Heterogeneous

  2014cites this paper
• Considering vocational interests in adverse impact: a meta-analysis of race, cognitive ability, and vocational interests

  2013cites this paper
• De cognitieve interview methode: Bespreking van een alternatieve manier om testbias te onderzoeken

  2013cites this paper
• Perceived discrimination: why applicants and employees expect and perceive discrimination

  2012cites this paper
• Designing Pareto-Optimal Systems for Complex Selection Decisions

  2012cites this paper
• Toward Better Meta-Analytic Matrices: How Input Values Can Affect Research Conclusions in Human Resource Management Simulations

  2011cites this paper
• Instrumenten om Personeel te Selecteren in de 21ste Eeuw: Onderzoek en Praktijk

  2011cites this paper
• Instruments for personnel selection in the 21st century: research and practice

  2011cites this paper
• Towards a More Complete Understanding of Adverse Impact: Examining Issues of Minority Availability

  2010cites this paper
• Decision aids for addressing the validity-adverse impact trade-off

  2009cites this paper
• Decision aids for addressing the validity-adverse impact tradeoff: Implications for Organizational Staffing and High

  2009influential citation
• THE DIVERSITY–VALIDITY DILEMMA: STRATEGIES FOR REDUCING RACIOETHNIC AND SEX SUBGROUP DIFFERENCES AND ADVERSE IMPACT IN SELECTION

  2008cites this paper
• DEVELOPMENTS IN THE CRITERION‐RELATED VALIDATION OF SELECTION PROCEDURES: A CRITICAL REVIEW AND RECOMMENDATIONS FOR PRACTICE

  2008cites this paper
• Mind the Gap: Between-Group Differences and Fair Test Use

  2007cites this paper
• Predicting adverse impact and mean criterion performance in multistage selection.

  2006cites this paper
• Decision making in selection

  2005cites this paper
• Strategic human resource utility analysis

  2005cites this paper
• The mean and variance of the selection differential after top-down selection from a mixture of normal samples.

  2005cites this paper