Psychological assessments for selection can be adjusted to reduce adverse impact and unfairness
the verdict
SUPPORTED
the evidence backs this
confidence 86/100
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.
Evidence for · 2
UNDERSTANDING THE IMPACT OF TEST VALIDITY AND BIAS ON SELECTION ERRORS AND ADVERSE IMPACT IN HUMAN RESOURCE SELECTION
2007 · cited by 51
Presents a framework that integrates test validity, bias, and selection errors to help human resource professionals understand and mitigate adverse impact in hiring.
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More for · 1
Reducing Black–White Racial Differences on Intelligence Tests Used in Hiring for Public Safety Jobs
2023 · cited by 3
Demonstrates that utilizing modern intelligence tests can successfully predict job performance while substantially mitigating racial group differences and adverse impact.