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EXAMINING SELECTION UTILITY WHERE COMPETING PREDICTORS DIFFER IN ADVERSE IMPACT
Author(s) -
HOFFMAN CALVIN C.,
III GEORGE C. THORNTON
Publication year - 1997
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1997.tb00916.x
Subject(s) - aptitude , assessment center , psychology , test (biology) , selection (genetic algorithm) , predictive validity , test validity , personnel selection , adverse selection , psychometrics , statistics , actuarial science , applied psychology , clinical psychology , computer science , developmental psychology , artificial intelligence , economics , mathematics , paleontology , biology
This paper discusses the roles of validity, cut score choice, and adverse impact on selection system utility using data from two concurrent validation studies. We contrast an assessment center and published aptitude test on several metrics, including validity, testing costs, adverse impact, and utility. The assessment center produced slightly lower validity than the aptitude test while costing roughly 10 times as much per candidate. In spite of these advantages for the aptitude test, the assessment center produced so much less adverse impact its operational utility would be higher given cut scores likely to be chosen in this organization. Potential concerns with applying net utility models to this type of situation are discussed in comparison to gross utility models.