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Analyzing Judgments of Ethnically Diverse Applicants During Personnel Selection: A study at the Dutch police
Author(s) -
De Meijer Lonneke A. L.,
Ph. Born Marise,
Van Zielst Jaap,
Van Der Molen Henk T.
Publication year - 2007
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/j.1468-2389.2007.00376.x
Subject(s) - ethnic group , psychology , personnel selection , social psychology , officer , test (biology) , selection (genetic algorithm) , applied psychology , political science , law , management , paleontology , artificial intelligence , computer science , economics , biology
A judgment‐analysis study was used to investigate assessors' judgment processes, evaluating ethnic minority vs ethnic majority applicants. Sixteen ethnic majority assessors judged 5089 applicants during the Dutch police officer selection procedure, with each assessor judging 30 ethnic minority applicants minimally. Information from an employment interview, an assessment center, and a Big Five personality test were combined into a final selection advice. Results showed that as much as or more information sources were used to judge ethnic minority than ethnic majority applicants. Furthermore, a larger number of irrelevant cues were used for the judgment of ethnic minority applicants. Finally, when judging ethnic minority applicants, assessors based their decision to a lesser extent on their own ratings than on ratings of others.