Strategies for dealing with the diversity-validity dilemma in personnel selection: where are we and where should we go?
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.
| Main Authors: | , |
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| Format: | Digital revista |
| Language: | English |
| Published: |
Colegio Oficial de la Psicología de Madrid
2013
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| Online Access: | http://scielo.isciii.es/scielo.php?script=sci_arttext&pid=S1576-59622013000100002 |
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