The role of cognitive ability tests in employment selection james l. Outtz
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Cognitive ability tests correlate with measures of job performance across many jobs. However, cognitive ability tests produce racial differences that are 3 to 5 times larger than other predictors such as biodata, personality inventories, and the structured interviews that are valid predictors of job performance. Given that (a) cognitive ability tests can be combined with other predictors such that adverse impact is reduced while overall validity is increased, and (b) alternative predictors with less adverse impact can produce validity coefficients comparable to those obtained with cognitive ability tests alone, sole reliance on cognitive ability tests when alternatives are available is unwarranted.
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