Current perspectives on selection testing (Panel)

Abstract

Today certain types of discrimination are illegal—age, sex, race and national origin. Now only valid selection devices can be used. We have assembled a knowledgeable panel to discuss the implications of this situation for managers, selection personnel and researchers. Dr. Enneis will present the government point of view. Miss Palormo will discuss the reaction of test publishers and researchers, while Mr. Sorenson will bring in the viewpoints of the personnel man who is out on the firing line.As Dr. Willoughby said, I am here today representing the Equal Employment Opportunity Commission, established under Title VII of the Civil Rights Act of 1964.Title VII states that discrimination in any condition of employment is illegal on the basis of race, color, religion, sex or national origin. The EEOC has, in addition, interpreted the law to mean (and the courts have upheld us) that employment decisions and conditions may not be made on variables correlated with race, color, sex, religion, or national origin when those variables have no demonstrated job-relatedness.To date results from a few studies have emerged, but we are still far away from definitive answers to the many questions that have been raised. However, each individual study adds some understanding and suggests hypotheses. In the next few minutes, let us look briefly at some of these questions.Do existing tests discriminate unfairly against minority members? Two types of data yield evidence on this question—descriptive statistics (mean, standard deviations, range and shape of distributions) and predictive statistics.The comments of Dr. Enneis and Mrs. Palormo on this panel have clearly illustrated the influence of recent government legislation and administrative actions regarding selection testing and discriminatory practices in hiring. My role is to comment on effects these events have had on an individual firm.Perhaps the best way to illustrate my own current perspective regarding selection testing is to describe the selection testing program at my organization.A general statement of the position of State Farm concerning the use of psychological tests in personnel decisions is provided in this paper. This policy statement is intended to serve as a guide to individuals responsible for research on psychological tests, administrators of company testing programs, and to any person using psychological tests as an aid in making decisions about people. It is recommended that the concepts outlined in this position paper be implemented as quickly as the research foundation for the suggested programs can be established.