Personality Testing in Personnel Selection: Adverse impact and differential hiring rates

Abstract

Personality tests are often used in selection and have demonstrated predictive validity across a variety of occupational groups and performance criteria. Although different selection decision methods can be used to make selection decisions (e.g., compensatory top down, compensatory with sliding bands, noncompensatory) from personality test results, there is a paucity of research addressing the influence of these different selection decision methods on issues such as, adverse impact and differential hiring rates. This gap in the literature is redressed in the current study. Results from 398 bus operator candidates indicated that there may be adverse impact and differential hiring rate issues depending on the selection decision method used and the designated group being assessed. Implications and future research directions are discussed.