More than g: selection quality and adverse impact implications of considering second-stratum cognitive abilities.

摘要: When using cognitive tests, personnel selection practitioners typically face a trade-off between the expected job performance and diversity of new hires. We review increasingly mainstream evidence that ability is multidimensional hierarchically ordered set concepts, examine implications for both composite test validity subgroup differences. Ultimately, we recommend strategy differentially weighting subtests (i.e., second-stratum abilities) in way minimizes overall differences without compromising validity. Using data from 2 large validation studies included total 15 families, demonstrate this could lead to substantial improvement hiring (e.g., doubling number offers extended minority applicants) at least 8% made applicants, decrements quality compared unit-weighted composite. Finally, conduct sensitivity analysis whether technique continues perform well when applied applicant pools smaller size. discuss prerequisites application strategy, potential limitations, extensions.