Hiring on vocational interests to simultaneously improve validity and organizational diversity |
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Authors: | Serena Wee Daniel A Newman Rong Su |
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Institution: | 1. School of Psychological Science, University of Western Australia, Perth, Australia;2. Department of Psychology and School of Labor and Employment Relations, University of Illinois at Urbana-Champaign, Urbana, USA;3. Department of Management and Entrepreneurship, Tippie College of Business, University of Iowa, Iowa City, USA |
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Abstract: | We discuss how using vocational interests in the selection process can help address the diversity-validity dilemma. First, we point out how incorporating vocational interests as predictors in selection could help to reduce adverse impact. We further suggest that by using optimal predictor weights, one could simultaneously improve validity while enhancing organisational diversity. Finally, the predictive validity of vocational interests arises from their ability to capture the congruence between individuals and occupations, which is a cross-level phenomenon. Thus, when gathering validity evidence for vocational interests, multi-occupation samples should be incorporated into validation efforts. |
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Keywords: | adverse impact Pareto-optimal weighting personnel selection vocational interests |
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