Psychological assessments for selection can be adjusted to reduce adverse impact and unfairness

the verdict

SUPPORTED

the evidence backs this

Recorded sources

2 sources for · 0 against

Counts group repeated records of the same source within each side. They do not measure evidence strength or source independence.

Psychological assessments and hiring procedures can indeed be modified or replaced with alternative testing methods to decrease adverse impact and reduce unfair demographic group differences while maintaining predictive validity.

The analysis

The retrieved literature includes theoretical and empirical studies showing that test design, validity, and bias can be evaluated and adjusted to decrease adverse impact and unfairness in personnel selection (e.g., using novel cognitive problems or integrative frameworks).

Evidence for · 2

UNDERSTANDING THE IMPACT OF TEST VALIDITY AND BIAS ON SELECTION ERRORS AND ADVERSE IMPACT IN HUMAN RESOURCE SELECTION

Recorded source metadata

HERMAN AGUINIS, MARLENE A. SMITH. UNDERSTANDING THE IMPACT OF TEST VALIDITY AND BIAS ON SELECTION ERRORS AND ADVERSE IMPACT IN HUMAN RESOURCE SELECTION. 2007. https://doi.org/10.1111/j.1744-6570.2007.00069.x

Presents a framework that integrates test validity, bias, and selection errors to help human resource professionals understand and mitigate adverse impact in hiring.

Source citation format

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More for · 1

Reducing Black–White Racial Differences on Intelligence Tests Used in Hiring for Public Safety Jobs

Recorded source metadata

Harold W. Goldstein, Kenneth P. Yusko, Charles A. Scherbaum, Elliott C. Larson. Reducing Black–White Racial Differences on Intelligence Tests Used in Hiring for Public Safety Jobs. 2023. https://doi.org/10.3390/jintelligence11040062

Demonstrates that utilizing modern intelligence tests can successfully predict job performance while substantially mitigating racial group differences and adverse impact.

Source citation format

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first checked01 Aug 2026

judged → SUPPORTED · 8601 Aug 2026

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