Publication Type
Journal Article
Version
acceptedVersion
Publication Date
5-2006
Abstract
The authors present an analytical method to assess the average criterion performance of the selected candidates as well as the adverse impact and the cost of general multistage selection decisions. The method extends previous work on the analytical estimation of multistage selection outcomes to the case in which the applicant pool is a mixture of applicant populations that differ in their average performance on the selection predictors. Next, the method was used to conduct 3 studies of important issues practitioners and researchers have with multistage selection processes. Finally, the authors indicate how the method can be integrated into a broader analytical framework to design multistage selection decisions that achieve intended levels of selection cost, workforce quality, and workforce diversity.
Keywords
Adverse impact, personnel selection, estimation procedure, quality selected workforce
Discipline
Human Resources Management | Organizational Behavior and Theory
Research Areas
Organisational Behaviour and Human Resources
Publication
Journal of Applied Psychology
Volume
91
Issue
3
First Page
523
Last Page
537
ISSN
0021-9010
Identifier
10.1037/0021-9010.91.3.523
Publisher
American Psychological Association
Citation
DE CORTE, Wifried; LIEVENS, Filip; and SACKETT, Paul R..
Predicting adverse impact and mean criterion performance in multistage selection. (2006). Journal of Applied Psychology. 91, (3), 523-537.
Available at: https://ink.library.smu.edu.sg/lkcsb_research/5734
Copyright Owner and License
Authors
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Additional URL
https://doi.org/10.1037/0021-9010.91.3.523