Strategies for dealing with the diversity-validity dilemma in personnel selection: Where are we and where should we go?

Abstract

The diversity-validity dilemma has been a dominant theme in personnel selection research and practice. As some of the most valid selection instruments display large ethnic performance differences, scientists attempt to develop strategies that reduce ethnic subgroup differences in selection performance, while simultaneously maintaining criterion-related validity. This paper provides an evidence-based overview of the effectiveness of six strategies for dealing with the diversity-validity dilemma: (1) using 'alternative' cognitive ability measures, (2) employing simulations, (3) using statistical approaches to combine predictor and criterion measures, (4) reducing criterion-irrelevant predictor variance, (5) fostering positive candidate reactions, and (6) providing coaching and opportunity for practice to candidates. Three of these strategies (i.e., employing simulation-based assessments, developing alternative cognitive ability measures, and using statistical procedures) are identified as holding the most promise to alleviate the dilemma. Potential areas in need for future research are discussed.

Inteligência Artificial Nos Processos De Seleção De Rh

“…Graças aos sistemas de inteligência artificial, a tecnologia passou a permitir a assimilação e consolidação do conhecimento a partir de informações concretas disponíveis em um banco de dados (Hassabis, 2017;Soete, Lievens, & Druart, 2013). Por isso, sua aplicabilidade no meio empresarial mostra-se cada vez mais promissora (Mendonça, Andrade, & Souza Neto, 2018) e se expande diante dos desafios econômicos, sociais, mercadológicos, globais e estratégicos que as organizações enfrentam na contemporaneidade para se manterem competitivas e lograrem êxito (Alonso et al, 2015).…”

Comparing financial and social costs for top‐down versus fixed‐band selection: A practical application with bus drivers

“…Researchers have proposed solutions to the diversity‐validity dilemma such as using alternative measures, weighting dimensions of cognitive ability, applying various statistical approaches, reducing irrelevant variance, fostering positive applicant reactions, as well as providing coaching and practice (Soete, Lievens, & Druart, ; Wee, Newman, & Joseph, ). One statistical approach groups applicants with scores that are not meaningfully different into a band and selects within bands based on other factors (Cascio, Outtz, Zedeck, & Goldstein, ), but this approach has been critiqued for reducing the utility of the selection process (Schmidt, ).…”

“…Banding has been proposed to maintain test validity while allowing for the selection of diverse candidates (Soete et al, ). Unlike traditional top‐down selection decisions that rank applicants based on test scores and select from the highest score downward until the organization meets its hiring needs, banding places top‐down ranked applicants into bands that include all scores within the measurement error of the test (Cascio et al, ).…”

“…Scores within the band are not considered to be reliably different from each other, allowing for applicants within the band to be selected using other criteria, such as minority status. This strategy is considered controversial by some (Campion et al, ; Soete et al, ).…”

“…and practice (Soete, Lievens, & Druart, 2013;Wee, Newman, & Joseph, 2014). One statistical approach groups applicants with scores that are not meaningfully different into a band and selects within bands based on other factors (Cascio, Outtz, Zedeck, & Goldstein, 1991), but this approach has been critiqued for reducing the utility of the selection process (Schmidt, 1991).…”